How you define your HR Model for the organization?

As we are talking about HR Model, I guess you think that we are going to discuss on many concepts proposed by experts and everything related to the process of designing, developing, and implementing those HR models to the organization. It will not so as complex as that because I do not want to take your time to share you on observation and explanation of those various HR models.

I hope you already know some of them from authors or companies through their publication on how their HR models may support and take part in achieving the goals of the organization. Well, here are some of practical tips on how to define the effective HR models for your organization. So, let's take a look below:

1. Explore the purpose of the organization
The purpose of the organization can be extracted from vision, mission and goals of the organization which usually stated in the company slogan, banner, etc.

"Ah, it always be like that! Start from vision, mission, goals, etc. It always be like the others told me!", you thought that?

Okay, maybe you feel frustated with this first step since I thought that almost all sources always asked us to start from understanding clearly first on vision, mission, and goals of the organization. It really make sense after all, because how HR models can be defined must be aligned with them in terms of direction or pathway of the organization wanna be, but I put purpose here rather than vision, mission, and goals so you can explore more on your organization needs from HR function. It will absolutely make you easier to understand the needs.

2. Being involved with the 20% of the top management level
I thought that you already familiar with the Pareto principle (known as the 80-20 rule), the law of the vital few, and the principle of factor sparsity states that for many events, roughly 80% of the effects come from 20% of the causes (taken from Wikipedia). Easy right?

Based on Pareto principle, here I suggest that if you involved with the top 20% of the management, you will able to see clearly the helicopter view on the organization as a whole. I do not mean that the 20% of the top management is the causes of problems in your organization but to look them as the top influencer who give direction to the organization. It also similar with the pyramid concept of the organization which tells us that the top level is only small in number but the most influencing to all level below. Do you got the point?

After that, it will give you clear understanding on how to define your HR models. But how? Talk! Yes, you need to talk with them. As you are the HR people who are engaged with the organization, you actually have the opportunity to connect with all level of the organization and it depends on your communication and interpersonal skills. You must be able to take their time to let them know how HR can support them to achieve the goals of the organization.

3. Observe the historical data of your HR function and related to the people
What do I want to let you know here is you needs to observe and analyze your HR function before. Then you can start to discuss with your HR people on their expectation to HR itself. It is important because your HR people is the one who will apply the HR models so you must consider with them. I do not suggest you to work on yourself except there is only you and it is the new company.

4. Generate your HR models
With so many resources from experts and companies who already tested their HR models, I hope you will not find difficulties to generate your HR model for the organization. The HR models really dynamic following the needs of your organization.

The most powerful approach on what HR models will be generated for your organization is how sensitive you are able to see clearly what the business needs from HR for the 3 years ahead. I don't suggest to set the plan for the next 5 years because nowadays the business operations is very dynamic and really fast to change their direction. Moreover, there are many examples of HR models so it may easier for you to determine the right strategy for your organization. But always remember that your HR models is just a model or figure on the paper unless you apply and consistently to see how effective that models will be useful to support your organization needs from HR.


Anyway, I hope this brief article will give us ideas on how to define the right strategy but practically to define and build the HR model in your organization. Thank you.

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