Understanding the Three Pillars and Foundation of HR
What do you consider to be the foundation and pillars of HR? Technology is bringing us into uncharted waters and moving many of us away from our comfort zones. Video interviews, ATS technologies, and online job postings are now common practices.
But the attributes that HR and recruiting pros need remain timeless.
- Connecting. Referrals, networking, and engaged employees all help bring talents and resources to your door. In HR, there’s also a great deal of time making other connections: Connecting employees with EAP services and employee benefit information, connecting associates and colleagues with vendors, and connecting with people by collaborating and caring.
- Collaboration. “When it comes to collaboration, people are your best resource,” says CNBC.com’s Donny Deutsch. He maintains that in our new business world, collaboration trumps competition. Deutsch explains that it takes courage to move from the self-serving, “What’s in it for me?” mentality to a shared sense of purpose, or ‘we’ mentality. Another important aspect of collaboration is trust, which Deutsch says encourages free thinking. These days, open dialogues trump top-down directives and the “we’ve always done it this way” attitude. And collaboration is at work when virtual teams from throughout the world engage and invite diversity.
- Caring. When you first ventured into the world of HR, you quickly learned that recruiting and retention require you to be the keeper of secrets. Yes, there are federal laws protecting the privacy of employee medical issues and personnel matters, but the real professionals in HR know that a sense of compassion is needed when interacting with other people. Would you agree that emotions trump policies?
Henry Ford said, “Coming together is a beginning. Keeping together is progress. Working together is success.”
What is Human Resources?
To me, this is the key to the pillars and foundation of HR and is often overlooked. Without a solid human resources manager and HR team to help guide and lay the groundwork for programs like annual employee performance appraisals, new hire onboarding processes, and strategic workforce planning, an organization would be run adrift.