Forward Looking and Beyond

Photo by: jalennturre (c) 2011

The US economy is still uncertain. However, in November 2011 reports show that the national unemployment figures went down to 8.6 percent. The unemployment trend is downward and there are more small businesses / startup that are entering the market either by self-funding or with the support of venture capital. However, big organizations are still rolling their dice on re-organization and people are still getting laid-off.

The need is greater than ever to evolve from tactical HR to a results and ROI oriented function. Our research shows that there are ongoing needs for professionals who can discuss the ‘Return On Investment’ in Human Capital that supports the overall organization at the executive level. Executives have awoken that these competencies are essential within the HR operation. Globally, strategic human capital and resource management practitioners with business acumen and an ROI focus are essential to business success.

HR professionals are developing their strategic competencies but short of abilities to discuss ROI and business. Companies are generally only focused on the operational costs context instead of the feasible whole landscape from the conceptual intent to hire, the mechanisms involved, people and resources, effectiveness and support, growth, successions, the ROI values and impact to the entire company.

Indeed, there are only a handful of HR professionals who can truly illustrate an integrated landscape of the ROI and business within the management of human capital and resources. 

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Easter Brings Joy and Peace to the World

Wishing Everyone the Joys, Peace and Love of Easter!

Easter celebrates the resurrection of Jesus Christ following his crucifixion on Good Friday as described in the Bible's four canonical gospels. Easter Sunday also marks the end of the 40-day Lenten season when many Christians observe special regimens of fasting and prayer.

"Pope Benedict XVI urged an end to fighting in Libya, using his Easter Sunday message to call for diplomacy and peace in the Middle East."

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Business Acumen Translates Effective Management of Human Capital and Resources

Today's organizational structures are becoming more and more complex. The globalization has emerged as the platform of a modern businesses. With the impact of workforce diversity as a main component of current market, there are dilemmas on the effectiveness of navigating the global organizational goals in every enterprise. 

Globalization became apparent that  there is a competency gap within the Human Resources Management and the Business Units in relation to business acumen. It became apparent that 'business acumen' is a deficiency in many HR organizations. 

Is 'business acumen' really a part of the Human Resources Management?  Many HR professionals' organizational purpose was to push and file papers that are brought into their desk.  Yes, it is time to transform this role and become a participant in the business arena. Acquire the skills and knowledge that reflect business mindset.

Strategically, if your objective was to maximize at  the fullest the capability and effectiveness of people who work in your organization. Then think and act strategically. Integrate both HR management and business principles into your environment.  This will require a demonstration of the financial acumen that relates to the human capital and looking into the bigger landscape of your organization. Aligning these to your overall business objectives that begins from business units to the top of the organization. 

When renaming my 'Generalist' as HR Business Partner, would it align my organization to having competencies with 'business acumen'?  It is suggested to review thoroughly the day-to-day functions of your Generalist. Majority of people in this role do not demonstrate a skill of a business partner. In the preceding  paragraph it provided some cues on  strategic mindset that integrate human capital, business, and bigger landscape.

Hiring HR Business Partner became  a fashion among many organizations that went out in droves advertising their need of a HR Business Partner.  They thought that there are zillions of people with that competencies. However, there were many unrealistic truth among organizations. When an organization advertises a job that calls a 'strategic mindset' the job functions do not measure up to the intended position because it asks for a tactically demonstrated skills plus some blurbs of partnerships and strategic.  These descriptions alone are factual evidence of lack of knowledge and competencies in defining what is a strategic role as HR Business Partner. 

©2011 JNTConsulting

Perspectives:

When your competencies are short to be in line with the current practices and trends of global business, invest on your self development and education. Seek the help of an experienced Coach in this field. This Coach can provide you with necessary yet practical guidance and acquaint you with realistic and pragmatic techniques. Learning is always a gateway of immeasurable opportunities.




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Natural Catastrophe Versus Disaster Plan

When natural catastrophe occurs, often times individuals, families and organizations are caught off guard on what they do next.  The overwhelming emotions and fears overpowers everything.

Photo by: Reuters

With the recent disaster in Japan .. it is an eye opener and a reminder to everyone that a natural catastrophe is something that cannot be avoided by mankind. However, a need for some coping mechanism is essential. Disaster Plan is necessary in order to have an immediate and alternative approach in coping with a natural disaster.

Reminders and Tips for Disaster:
1. Create an Action Plan for Disaster
2. Identify areas for safety and let everyone involved become aware of the location
3. Identify alternative means of communications
4. Identify alternative routes and approaches when seeking for safety
5. Identify emergency supplies that are essential and useful in the event of calamity
6. Have accessible supplies of foods, medicines, and drinkable water. Oftentimes there is a shortage of food and other supplies during disasters. When homes are not habitable seek for nearest available shelter
7. Habitually fill your gas tank when it reach half full. This can be useful when a transportation will be needed
8. Ideally, in an earthquake zone - have a strong table or desk accessible for safety when buildings or homes begin disintegrating.
9. Have a batterized radio that provides you information, and item that provides light when there is a disruption of utilities.
10. Identify locations of your closest family, relative or a friend
11. Keep extra pairs of clothes and warm blankets in your emergency supply
12. Do not panic, be alert of your surroundings and monitor other possible calamity that may follow like fire or tsunami.

Every setting is different but precautionary measures are handy. Personal and group safety is necessary.

When your organization is operating abroad, one of the important reminder is to identify what natural disasters exist in the Host Country for your employees safety.  Then create a Disaster Plan that is relevant and practical within that locality.

Perspectives:
It would be ideal to review your disaster plan regularly with all involved so that everyone will be ready at any time a natural disaster will take place.

When  creating an Expatriate Disaster Plan do not copy and paste a plan that was specifically made for a particular location or made from another country.  A Rule of Thumb is to create a plan that is sensible, realistic and appropriate to the conditions at the Host Country and specific location.

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