Section 6: Learning Lessons
Provide an exceptionally clear and thorough
description of what you found to be the most valuable information you
discovered throughout this week’s assignments, discussions, readings, or
research.
In reflecting on my
first full week, I learned a couple of new things that can be applied
quickly. First, I learned that it is
important for HR to be a strategic partner.
Human capital is the most valuable asset of a company, regardless of
size. To that end, I learned that many small employers outsource HR
functions (Skolnick, 2013). At our Sears
Store, we embraced HR and payroll outsourcing in 2015. This week, I discovered that additional tasks
could be outsourced like employee training, website support, and compliance. I have since reached out to my vendor, ADP,
to inquire about additional services. I
am also pursuing getting bids from other providers. I posted and followed a discussion in the
SHRM Connect to get information on additional vendors.
Secondly, I learned to view HR from the outside in.
I experienced this view when being recruited by my current employer,
Dimensional. I was a customer of Dimensional’s
HR and made a decision to move companies, in large part, to the experience I
had with HR. I learned that the real
challenge lies in measuring the effectiveness of measuring HR success. To that
end , I intend to utilize the group project task my Dimensional HR Manager
about her perspective on measuring
success.
I know that Dimensional uses benchmarking and key
performance indicators to set goals and measure success. Dimensional is a
performance company. We measure
everything, so why not measure HR?
“If you don´t measure and benchmark, you won´t
know how you are doing now, which areas of your process need the most attention,
and how well your changes are working down the road (Anderson, 2011).”
Overall, I enjoyed week one. I
look forward to learning more about HR as the class progresses.
Section 4: Feedback from SHRM
I checked back into my account
this morning and had no responses to my question. Next week, I intend to post a question to the
general HR board (instead of the academic discussion board) but also respond to
others in a more proactive approach to garner collaboration.
I did provide the following
comment on another post, this morning:
Topic: 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
Natalie Gann SHRM-SCP, SPHR
Human Resource Manager
TP-Link Research America
natalie.gann@tp-link.com
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
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
Section 2 cont.
Additional References:
Additional References:
Anderson, K. (2011). Metrics pave the
path to world class. Managing accounts
payable.
ISSN 1080-5753. Retrieved on August 27, 2016 from: http://web.ebscohost.com/ehost/pdfviewer/pdfviewervid=7&hid=11&sid=a294ed98-abe3-4394-8cf0-ab8353d1d74c%40sessionmgr12
Skolnick,
A. (2013, July 23). HR: Big Savings for
Small Business. Retrieved on August 27, 2016 from: http://www.inc.com/fiscal-times/human-resources-big-savings-for-small-business.html
No comments:
Post a Comment