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What is Innovative HR?
Guest Blogger-Tim Silvera
I actually believe that innovative HR is quite simple! Innovative HR takes tactical and strategic practices and adapts them to integrate with a company’s business strategy and culture.
I believe the most powerful HR innovation comes from working with business leaders to develop the “next practices” that give a company a competitive advantage and ability to thrive in the new world of business. HR’s role is to adapt HR strategies and practices to help the company succeed in the future. HR innovation comes from working with business leaders to create practices that give the company a competitive advantage in the marketplace.
Innovative HR practices also need to translate the business strategy into action, engage employees at all levels to drive results and be transparent so everyone uses them every day to run the business. Innovative HR practices can result in a competitive advantage for the company in the marketplace, profitable revenue and strategic alignment.
At a global call center outsourcing company, I created a real-time performance optimization process that linked every employee to the key metrics that drove the success of the business every day. We eliminated traditional performance reviews because they negatively impacted productivity and the high-performance culture of the company. The performance optimization process was integrated with rewards and recognition programs every month to reinforce the success of each employee. This was innovative because it gave the company a competitive advantage in hiring top talent in the each of the global markets of operation and reinforced the achievement of the metrics that drove profitable revenue. To see complete details on the success of performance optimization, click on the following link, http://timsilvera.com/success-stories/performance-optimization/.
I asked a colleague of mine, Diane Gallo of CNC Strategy (www.cncstrategy.com), for her viewpoint on innovative HR. The following was her take on the topic. Innovative HR is about alignment. Alignment of the organization in structure, resources, vision, strategy, business processes and communication is crucial. Organizations that are aligned can execute on strategy, those that are not, don’t. The Conference Board 2010 survey says that the biggest concern of CEOs is being able to execute on strategy. As an HR leader, it is important to make sure that all players first understand the strategy, then that the organization’s structure supports it and resources are dedicated to execute on it. In simple terms, getting everyone to “row in the same direction” is often a first step towards innovation for an HR leader. The ability to step back and see where the organization is not supporting its goals and developing a set of practices that move the organization towards execution is HR innovation.
Have you created an innovative HR practice? Please share your innovative HR practices to inspire others to follow in your footsteps!
Human Capital – Love it, do it, prove it!
Tim Silvera - A business savvy senior human resources executive with extensive experience driving profitable revenue growth by integrating effective human capital principles with business practices and culture. Known for global human resources leadership and expertise in areas including organizational effectiveness, talent management, and total rewards that result in strategic alignment and innovation.
HeadHunter Radio March 10th/Eric McAllister & Marc Effron
HeadHunter Radio is kicking off March with exciting new special guests Eric McAllister and Marc Effron! Don’t miss Cece and Joe Gonzalez live at www.HeadHunterRadio.com on Wednesday, March 10th at 3-4pm PST. This month, Cece and Joe will discuss HR strategy with two very talented individuals. Eric McAllister and Marc Effron will highlight their different experiences and roles in HR consulting.
Eric McAllister is an HR Executive who currently works at the Vice President/Chief Human Resources office for Omniture/Adobe Systems Inc. He has over 20 years of experience in corporate HR and consulting leadership roles, focusing mainly in high tech, software, and manufacturing industries. Eric has played a crucial role in the recruiting talented team members and developing HR strategies that have enabled Omniture to increase its growth. He also seamlessly led the organization/people integration of Omniture into Adobe after the acquisition. Eric will be discussing his experiences in HR consulting and his strategies for developing successful leadership in organizations.
Marc Effron joins us for the second part of the show to discuss his experiences in talent management. Marc is a talent consultant who has worked with and for many leading companies such as American Express, Bank of America, Chevron, and Citigroup. He is the President of The Talent Strategy Group , a talent management consulting firm, and also founded the New Talent Management Network, the worlds largest non-profit networking and research organization. Marc is also the author of One Page Talent Management: Elimintating Complexity, Adding Value along with co-writer Miriam Ort of Pepsico. Mark is going to discuss his roles as a talent management leader and enlighten us on how to create strategies to produce great talent.
Don’t miss an amazing show with these two very experienced individuals. Learn how to manage and coach leadership development from great employees in your organization. Tune into www.HeadHunterRadio.com on March 10th to listen to Eric McAllister and Marc Effron speak about their experiences in managing top talent in top companies.
Pros and Cons: The Effect of Social Media on Recruiting
The first decade of the new millennium brought to us a monumental change in the relationship between businesses and consumers. The rise of social media websites in particular has profoundly affected all aspects of the business model. From production and marketing to human resources and recruiting, a strong online presence is one of the most important things a business can do. It is to no ones surprise that LinkedIn, Facebook, and Twitter all have valuable roles in shaping the way companies are now relating to their audiences.
As we reach the beginning of a new decade ascending from the peak of a detrimental recession, it is time to see a change in the way these very sites are used to leverage new jobs. How important are resumes when the focus of the job hunt has now changed to networking? LinkedIn, for example, allows you to post your work experience and references online and let you add someone to your network-say a CEO or HR Executive-with the click of a button.
Ryan Rancatore brought up an interesting point in his blog post Will resumes be extinct by the year 2010? He writes, “The advancement of social and business networks, web profiles, and personal blogs have essentially replaced and upgraded the common resume, in my view. During the past year, I’ve updated my Linkedin profile dozens of times, I’ve sent over 2,000 tweets, and I’ve updated my resume a grand total of… zero times.” True, considering the majority of time an individual modifies their resume is when they are in search of a job.
However, this rouses a question concerning the importance of recruiting. If these social media websites are allowing top executives to communicate with other top executives; why the need for a third party? As recruiters, we serve as a mediator between the job seeker and the hiring manager. Most importantly, recruiters are able to understand the personality of both parties rather than relying on the often-misinterpreted virtual communication. Recruiting top talent requires more than just a LinkedIn account; it is the inside knowledge and key relationships that will get you to your next big role. While social media websites aid in gathering personal information about individuals, it is our job as recruiters to place executive level professionals in leading organizations.
In addition to being the leading proponent in the hiring process, recruiters offer a critical element that online websites cannot guarantee: confidentiality. For one to have a substantial online presence, they may have to sacrifice the privacy and anonymity they are used to. While some may be perfectly comfortable posting their career history online for the world to see, others may find it as a daunting and intimidating task. Searching for a new career is often a private matter, even more so if you are currently employed although looking for your next challenge. As seen when SDSU recently leaked information of the search to the local Union Tribune, the abuse of confidentiality often ends poorly for both parties. In SDSU’s case, they decided not to hire any of the candidates that were listed-all whom were currently employed.
As recruiters, it is impossible to ignore the benefit of being “LinkedIn.” Utilizing all of these networking sites awards you with a bigger advantage than sending your resume into a virtual space. No matter what the network-LinkedIn, Facebook or Twitter-depending on the job profile, all sites can assist with the process. While the resume will never fully be extinct, the impact of social networking holds a larger influence than before. However, the power of interpersonal communication will never fail, and it is our role as recruiters to ensure the needs of all individuals are met. By guaranteeing commitments that no website can offer, we can insure the resume will never be extinct.
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