Section 5: Manager Tie- In
Describe
what you found to be the most valuable information you discovered throughout
this week’s assignments, discussions, readings, research, and why?
The two most
valuable manager tie-ins were making sure that HR has a seat at the table and
recruiting talent. It is important that HR not just have a seat at the
functional table, but the strategic table. Shah (2014) reported on an
interesting study that further supported the need for HR to have a seat at the
c-level suite. Shah (2014) shared that people management will need to become
more strategic and evidence-based to accommodate the increasingly flexible and
diverse workforce of the future. I felt his perspective and reported
study were on point and used it to support my argument around evolving HR in my
25 year career.
As a current
leader, I also struggle with finding and maintaining a candidate pipeline.
I struggle with this at Dimensional and at our family-owned Sears Store.
Kolar(2015) wrote an article around recruiting top talent. I found the
authors perspective and list of best practices to be thought provoking. I
utilized the thoughts that gaining credibility, coming up with business
solutions, providing advice, and being a change agent were more important than
position power. I will utilize this list as I continue to recruit.
Section 3 Cont.:
Feedback SHRM Connect
While my post has not solicited a response, I did find a conversation on a similar post last year. I found the HR Professional's (Sandra Abbey) response intriguing. Ms Abbey responded to the paradox question by saying, "HR is there to support the mission of the organization, and to help the organization most effectively achieve its strategic plans and initiatives. This is done through attracting top talent, growing and developing that talent, and ensuring that the people who work for the organization are supported in ways that improve the overall organization's effectiveness is achieving their strategy. "
I found her response to be on point and in-line with my personal experiences.
1. 6 paradoxes facing HR
Section 3 Cont.:
Feedback SHRM Connect
While my post has not solicited a response, I did find a conversation on a similar post last year. I found the HR Professional's (Sandra Abbey) response intriguing. Ms Abbey responded to the paradox question by saying, "HR is there to support the mission of the organization, and to help the organization most effectively achieve its strategic plans and initiatives. This is done through attracting top talent, growing and developing that talent, and ensuring that the people who work for the organization are supported in ways that improve the overall organization's effectiveness is achieving their strategy. "
I found her response to be on point and in-line with my personal experiences.
1. 6 paradoxes facing HR
Hello,
Section 2 Cont.:
Additional References
Through my discussion responses, I had to find additional resources to support my positions. They are:
Additional References
Through my discussion responses, I had to find additional resources to support my positions. They are:
Shah, R. (2014,
September 2014). Does HR Have a Seat at the Senior Leadership Table? Retrieved
on September 19, 2014 from: http://www.forbes.com/sites/rawnshah/2014/09/19/does-hr-have-a-seat-at-the-senior-leadership-table/#113f765217ac
Kolar, C. (2015,
June 3). 9 Best Practices in Recruiting Top Talent.
Retrieved on August 25, 2016 from: http://www.rpoassociation.org/blog/9-best-practices-in-recruiting-top-talent
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