Tactical

HR Recruits HR

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Wanted: HR Professional with highly developed competencies as an organizational strategist, workplace advocate, and change champion. Must be dedicated to excellence.

Depending on the organization, the role of the Human Resources function can range from transaction based (focused on process), to operational (focused on goal achievement), to strategic (focused on organizational vision and mission). In many cases, all three of these components are required of the Human Resources function at any given time and in any given way in order to meet organizational demands.

How then, does the Human Resources professional recruit and fill a Human Resources vacancy? While this question may have a simple answer (use the same processes that are in place for all recruitment campaigns), there is an additional element of scrutiny that must apply when our profession looks to hire for itself.

A recent article posted on thebalancecareers.com offers some practical advice on the types of questions that HR professionals can use to recruit and hire for other HR professionals.

Click here to read the article.

As noted in the article, the questions suggested for use during an HR interview follow the range of HR competencies through each of the tactical, operational, and strategic requirements. We can also infer, through the types of questions asked, the role that HR plays within the organizational structure.

If the questions focus specifically on tactical, process-related issues it is possible to infer that the organizational need is for a tactical, process-oriented HR professional. Conversely, if the questions focus on organizational strategy, then the need is to fill the position with an individual focused on and experienced in HR strategy.

One HR question that pops out from the list identified in the article is, “What do you enjoy the most”? Hopefully the answer for each of us is linked somehow to the ability to influence the workplace (and its people) in a positive way. If we as HR professionals do not find joy in our work, then we are truly in the wrong profession. We must love what we do in order to do good work.

No matter what the organizational needs are, or how they are defined, the Human Resources professional must be able not only to meet them, but also to anticipate and respond to future demands.

So, in addition to the competencies identified at the beginning of this blog, we should add the talent requirements of flexibility, forecasting, and fun, along with an additional heap of love for HR.

 

Discussion Questions:

  1. How do HR-related interview questions reveal organizational commitment to the human resources function?
  2. Write three interview questions that you would like to be asked as an HR professional.
  3. In your opinion, should HR professionals be recruiting to fill positions for their own profession within an organization? What are the benefits and risks?

If Not Us, Who? If Not Now, When?

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IT and technological changes are not the wave of the future, they are the drivers of our current, present state and will continue to influence how we all work on a day-to-day basis.  This is most evident in the re-shaping of tactical Human Resource functions that can (and should be!) done more efficiently and effectively by automated systems.  Tactical functions include things like payroll processes and attendance tracking which are typically reliant on high volume effort but have very low value result.  It does not mean that these types of functions are not necessary; It does mean that a human person does not necessarily need to do them.

C3PO and R2D2 with caption "Don't technical with me"

Source: Tumblr. The above content constitutes a link to the source website

 

Does this mean we, as HR Professionals, should be concerned about our careers?

Click here to read the article

If the only value an HR department brings to an organization is one that is based on pushing processes then, of course, our positions will disappear.  However, HR should be, and is, much more than just the process pushers or the compliance police.

We need to move out of tactics and into ensuring organizational transformation through strategic leadership and people management.  The value that HR brings to any organization must be measured through strategic outcomes and big picture deliverables.  HR is the wave of the future that must lead organizations by focusing on ethical stewardship and corporate social responsibility.

So let’s not worry about losing those low value tactical functions.  This will gives us, as HR Professionals, more opportunity to build valuable organizational strength through powerful creativity and passion for the Human Resources profession.

Discussion Questions:

  1. Identify the differences in value between tactical and strategic HR functions.
  2. What does Corporate Social Responsibility mean to you?
  3. In your current work environment, identify three processes that should be automated through the use of technology and the resulting impact of those changes.
  4. Identify three specific strategic functions that HR should be doing in order to be perceived as bringing value to the organization.