Human resources (HR) managers play a critical role in an organization’s success by managing its most important asset, its employees. Lately, the need for them to take more strategic steps, and innovative approaches amidst new challenges brought about by changing employee values, technology, and the pandemic has become greater. However, many CEOs and business leaders are frustrated with HR’s focus on administrative tasks and its inability to lead. To be effective, HR managers must become credible activists within their organizations, advocating for employees’ needs and interests to keep them well-engaged and productive while aligning with business goals. Being a credible activist is a competency proposed by David Ulrich, one of the foremost thought leaders in human resource management.
According to a survey conducted by The Economist Intelligence Unit (EIU), 80% of CEOs believe that HR should play a more strategic role in their organizations. However, only 38% of the CEOs surveyed thought that their HR teams were up to the task. This lack of confidence is often due to HR’s focus on administrative tasks, such as payroll, benefits, and compliance, rather than strategic activities that can contribute to the organization’s success.
To strengthen their ability to demonstrate credible activist competencies, HR managers can take several steps:
- Develop a deep understanding of the business: HR managers should understand the organization’s goals, values, and culture to align HR policies and practices with business objectives. This is essential because if they don’t speak the language of business, they might not be able to buy-in on important HR initiatives because they don’t know how to link it to business results.
- Build relationships with key stakeholders: HR managers should build strong relationships with employees, managers, and executives to understand their needs and concerns. In the Philippines, a strong relationship with stakeholders is an important social capital. Trust is an important currency for getting people on board..
- Embrace innovation and change: HR managers should be open to new ideas and approaches to adapt to the changing needs of the organization and its employees. Learning is non-negotiable for HR practitioners. A practitioner who shuns learning opportunities has no space in this practice.
- Advocate for employees: HR managers should be champions for employees, advocating for their needs and interests while balancing the needs of the organization.
- Focus on outcomes: HR managers should measure the outcomes of HR programs and policies to demonstrate their impact on the organization’s success. We really cannot be task oriented. As proven by the article I wrote recently, we cannot just write policies that control, we need policies that motivate and engage everyone in the organization.
HR managers play a vital role in an organization’s success, but they must become credible activists to be effective. CEOs and business leaders want HR to play a more strategic role, but HR must first focus on developing the skills and competencies necessary to lead, and lead HR must, because those who want them to play a strategic role don’t have the instructions manual on how to do it. The HR Manager must find the leadership courage to do it. By building strong relationships, embracing innovation, advocating for employees, and focusing on outcomes, HR managers can become credible activists in their organizations, contributing to their success.
