❔️Why does it often happen that, even though there is a clear intention in the company, the HR function fails to make the kind of contribution that would be possible and what is expected of it?
Working for years on the establishment and strengthening of HR functions in companies, we can "scratch" the answer to this question through a simple matrix.
This matrix indicates that there are two key dimensions that should be observed when entering into the process of establishing or strengthening the People management approach and the HR function in the company:
• The first dimension is the clarity of the development direction of the people management approach and the HR function
The second dimension is the competence of the HR team (individuals who working in it and the whole HR team)
Even the most competent HR individuals and teams will fail to make the contribution you expect from them if the direction of development of the People management approach and the HR function in the company is not clear.
That's why our consulting program HRger always starts from a strong analysis of the situation in the People management approach and the work of the HR function in the company.
Everything behind the analysis that comes in our consulting approach is defined when together with the client we look and understand what the analysis told us - sometimes we just need to continue more strongly in the existing direction, and sometimes we need to make a turn when it comes to People management and the HR function.
Continue and change the direction are completely different things and require different actions.
In the development of People management and HR functions, Copy/Paste solutions do not work in practice in mid and long term level.
That's why you should look for tailor-made solutions for your company.
A matrix with two key dimensions to look at when entering the process of establishing or strengthening a People Management approach and HR function in a company
