Section 1 - Capability Audit (see Exercise 5.1 on page 117 of the textbook).
The capability audit should help define and then capitalize on an organizations capabilities. First, one must define who will receive the audit and chose a leadership team to sponsor the audit. Once completed, the content of the audit should be created and sent to the audit participants. The audit should then be gathered and the data organized. Finally, the audit should be reviewed and action steps should be taken based on the data.
After reviewing the process and capability audit - Exercise 5.1 (Ulrich et al, p. 117), I felt that I wanted to learn more about a 720 degree audit. The 720 audit would collect information from both inside and outside of the company. Because of this, I intend to ask a question on SHRM to garner insight into asking external assessors for feedback.
The capability audit should help define and then capitalize on an organizations capabilities. First, one must define who will receive the audit and chose a leadership team to sponsor the audit. Once completed, the content of the audit should be created and sent to the audit participants. The audit should then be gathered and the data organized. Finally, the audit should be reviewed and action steps should be taken based on the data.
After reviewing the process and capability audit - Exercise 5.1 (Ulrich et al, p. 117), I felt that I wanted to learn more about a 720 degree audit. The 720 audit would collect information from both inside and outside of the company. Because of this, I intend to ask a question on SHRM to garner insight into asking external assessors for feedback.
Reference:
Ulrich, D., W., Younger, J., Brockbank, & Ulrich,M . (2012). HR from the Outside In: Six Competencies for the Future of Human Resources. McGraw-Hill.
Section 2- Additional References:
This weeks discussions allowed me to find some additional references.
I first found Kathy Gurchiek's (2007) article below which outlined credible activism. Her article took a deep dive into outlining the other things (outside of credible activism) that an HR representatives needs to master, including:
a. becoming a culture and change steward
b. becoming a talent manager
c. becoming a strategy architect
d. becoming a operational executor
e. becoming a business ally
Overall, it was a very helpful article to expand my learning
Gurchiek, K. (2007, April 26). Credible Activism is Key HR Skill. Retrieved on August 31,2016 from: https://www.shrm.org/hr-today/news/hr-news/pages/cms_021378.aspx
The second article was Mackey's (2010) article about creating a high trust organization. I found this helpful in understanding the building blocks necessary to create and sustain a trust culture.
Mackey, J. (2010, May 14). Creating a High Trust Organization. Retrieved on August 29,2016 from: http://www.huffingtonpost.com/john-mackey/creating-the-high-trust-o_b_497589.html (Links to an external site.)
Finally, I found Reina & Reina's (2007) article on rebuilding trust. It happens in each of our lives and I found the steps they outlined for rebuilding trust to be particularly helpful. Those steps include:
observe and acknowledge trust breach, allow feelings to surface, get support, reframe the experience, take responsibility, forgive, and move on.
Reina, D. & Reina, M. (2007, May 2). The HR Executives Role in Rebuilding Trust. Retrieved on August 30,2016 from: http://www.hreonline.com/HRE/view/story.jhtml?id=12160414
Section 3: SHRM Connect: Like last week, I have been a lurker this week. I intend to post a question this evening and share the content on my blog posts this week. I did check in on my questions from last week and got a recommendation on a new HR service provider. My question is highlighted in yellow below.
1.
HRMS for Small Business - low cost is key!
Hello Group Member,
I am looking for your recommendations for a low cost HRMS for a small business (100 EE) to track basic employee data, headcount changes and time tracking. I have a separate ATS that I will either keep or get rid of and a free Benefit enrollment system that I will continue to use.
Thank you for your time.
Natalie
We use BambooHR and our execs seem to like it. We're also a small company.
Kelli
3.
RE: HRMS for Small Business - low cost is key!
I will follow this post to see additional suggestions.
Thank you for posting,
Kris
Advertisement
Contact Us | (800) 283.SHRM (7476)
© 2016 SHRM All rights reserved. Privacy Policy | Your California Privacy Rights | Terms of Use | Site Map
SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy or suitability of its content for a particular purpose.
Disclaimer
Topic: HRMS for
Small Business - low cost is key!
1.
HRMS for Small Business - low cost is key!
Hello Group Member,
I am looking for your recommendations for a low cost HRMS for a small business (100 EE) to track basic employee data, headcount changes and time tracking. I have a separate ATS that I will either keep or get rid of and a free Benefit enrollment system that I will continue to use.
Thank you for your time.
Natalie
------------------------------
Natalie Gann SHRM-SCP, SPHR
Human Resource Manager
TP-Link Research America
natalie.gann@tp-link.com
245 Charcot Ave., San Jose, CA 95131
------------------------------
Natalie Gann SHRM-SCP, SPHR
Human Resource Manager
TP-Link Research America
natalie.gann@tp-link.com
245 Charcot Ave., San Jose, CA 95131
------------------------------
We use BambooHR and our execs seem to like it. We're also a small company.
Kelli
------------------------------
Kelli Ellenburg SHRM-CP
Owner
Kelli Ellenburg SHRM-CP
Owner
3.
RE: HRMS for Small Business - low cost is key!
My husband and I own a small Sears Hometown
Store and use ADP. I find them expensive and am sent to a call center for
any questions. We are looking to use a small accountant in our
area. I am intrigued by the suggestion of BambooHR and will look into
them.
I will follow this post to see additional suggestions.
Thank you for posting,
Kris
------------------------------
Kris Radel
Kris Radel
Contact Us | (800) 283.SHRM (7476)
© 2016 SHRM All rights reserved. Privacy Policy | Your California Privacy Rights | Terms of Use | Site Map
SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy or suitability of its content for a particular purpose.
Disclaimer
No comments:
Post a Comment