To Harm or Not to Harm: HR and The Bottom Line

To Harm or Not to Harm: HR and The Bottom Line

Alyzae Feroze, MPS: HR and Employment Relations

03/20/2016

            The work atmosphere in organizations nowadays is rapidly changing and evolving, especially with the introduction of cutting edge technology and globalization. These conspiring factors seem to have blasted a variety industries into a competitive whirlwind where getting a leg up on opponents is the key to success and survival. Human resources as a department often faces the challenge of delivering value to the organization and carries a stigma of having tangible costs, but not-so-tangible benefits. The fact is, a lot of companies have not yet realized the potential impact HR can have when it is viewed not only as tactical support, but rather an equal business partner involved with the strategic, legal, ethical, and financial features of the organization.  The question is, are there decisions that an HR professional should make which will harm a company’s bottom line? In my opinion yes, because it is in the organization’s best interest to view HR as an investment rather than an expense and the bottom line may be harmed in the short term but the long term results will outshine initial damage. As a result of potentially harming the bottom line, HR will also need to devise ways in which it can minimize negativity and maximize positivity when interacting with executive staff members. 

            Human resources professionals should make decisions that harm the bottom line because it provides organizations with the opportunity to rewire the way they perceive HR. In companies where HR is not valued, they view the function as an expense rather than an investment. Harming the bottom line to some extent makes taking the “plunge” or the risk in HR much more real and gives the impression of a consolidated commitment toward investing in HR. Furthermore, once the bottom line is harmed it forces more teamwork and collaboration amongst various departments to bring the line back up to standards again. Human capital is another reason why making HR an investment rather than expense is so meaningful. Recruiting the best employees and managing them in a way that helps them realize their full potential leads to a great deal of return on investment, namely job satisfaction, increased motivation, and lower turnover. Cultivating the best talent is also likely to result in better and more creative leadership as well as innovation. In summation, all of these positive outcomes translate into advantages over competition and show ways in which HR can significantly contribute to the organizations overall business goals and strategy. 

            Another reason why human resources professionals should make decisions that harm the bottom line is because although there may be short-term costs, the long-term benefits are well worth it. Companies that solely focus on the “cost-cutting game” and how to commoditize by slashing their personnel either in terms of numbers or competence, often face detrimental long-term effects, despite a few short-term gains. “First, it cuts the core talent that leads to value creation. Second, it trades short-term costs for long-term costs. Third, it diminishes the potential for real innovation” (Wright, 2005) For example, if cost cutting means less training and development for employees, then the results a few years down the line would most likely be confused employees, poor customer service, and eventually lower sales—all due to the fear of harming the bottom line. “The HR function certainly delivered short-term value through replacing their “capability” workforce with a “commodity” workforce. However, this action failed to deliver long-term value, as can be seen by their situation today.” (Wright, 2005)

            In terms of how human resources will interact with the rest of the staff after harming the bottom line, I believe that they will initially face a lot of skepticism, pressure, and hostility. HR’s goal should be to minimize the negativity and maximize positive aspects of the relationship. With that said, it is important that HR try to present as much quantifiable data and metrics as possible when they have the floor. This will make it easier for them to relate to the executive staff because they will be speaking to them in terms that are more meaningful to them. At the same time, HR should not by any means be modest about their accomplishments and proven results. This is their opportunity to reinforce their value build up image in the eyes of skeptics. Another way to make interactions more positive is by consistently providing examples of extremely successful organizations that emphasize HR and genuinely value what it brings to the table. Giving examples of how “role-model” organizations implement HR strategies should make HR more enticing to the skeptics because they most likely strive to imitate these organizations in other areas of business anyways. 

            It is also important that HR try to maintain an open dialog and not be so ridged; they should be try to be flexible when revising policies, procedures, and other standards because it will show the executive staff that the HR department is progressive, open to suggestions, and not stuck in time. In fact, being open to suggestions and then implementing them shows the executive staff that they too have say in how HR works and can also make meaningful changes that are beneficial to the organization as whole and in line with their overall business strategy. As a result, this creates more positivity in between HR and the executive staff and helps to minimize the negativity that may come up when HR makes decisions that harm the bottom line. Finally, it is vital that HR keep their goals aligned with the business strategy and constantly remind the executive staff of this notion. This earns them their seat and reflects their true value.  “Putting the word “strategic” into the human resource function would enhance its creditability in the eyes of the organization (and) a tighter linkage with corporate strategy would enhance the perceived value of the function.” (Schlesinger, 1983)

            In conclusion, organizations should be more open to allowing HR professionals to make decisions that harm the company’s bottom line because it allows for growth as well as sustainability. The work environment is constantly evolving and the competition is getting increasingly fierce. Investing in HR and allowing the department to harm the bottom line, not only strengthens commitment and teamwork, but it also leads to greater development which ultimately helps fight off competition. Harming the bottom line in the short-term for greater long-term benefits and viability is also a great trade off when looking at the big picture and over-all potential success of organization. Finally, HR is most likely to be on the defensive when interacting with executive staff initially, but their goal should be to increase positive interaction and minimize negativity.

References:

1.     Wright, P. M. and Snell, S. A. (2005), Partner or guardian? HR's challenge in balancing value and values. Hum. Resour. Manage., 44: 177–182. doi: 10.1002/hrm.20061

2.     Schlesinger, L. A. (1983). The normative underpinnings of human resource strategy. Human Resource Management, 22(1), 83. Retrieved from http://search.proquest.com.ezaccess.libraries.psu.edu/docview/1308642627?accountid=13158

MENTORING is now a Reality!

Mr. Raza Abbas, Director Student Affairs, Ziauddin University and Pioneer of Professional Career Counseling and Mentoring in Pakistan presented his new research paper on: "The Institutionalized Career Mentoring Model of a Private University in Pakistan” at The University of Waikato in Hamilton, New Zealand at the Inaugural Transforming Together: Coaching and Mentoring Conference April 8-10, 2015. 

MENTORING IS NOW A REALITY

What do the world greatest leaders have in common? "They all had mentors". Virtually everyone who has become successful, achieved distinction in their field, or made a significant contribution to society can recall someone who helped them along the way. That's one reason why mentoring has becoming so popular in the business world, in educational settings: schools, colleges and universities. 

As Rey Carr - CEO of Peer Resources, an organization globally known for Mentoring shares:

“Mentoring is an inexpensive, yet powerful influence process where one person typically provides support, encouragement, and wisdom to another. Most people can recall someone in their life that was there for them at the right moment and provided the boost and juice to make a transition, deal with a difficult situation, solve a problem, or think through a plan for the future. And it's not unusual for a person going through or dealing with a life issue or challenge to seek out someone who has had a similar experience to act as a guide and coach. Either way the value of these informal relationships along with research on their impact has prompted thousands of organizations to implement more formalized mentoring programs or services.

In the only study of its kind in North America, over 70 percent of the most productive businesses in Canada reported some type of deliberate mentoring activities as part of their strategic planning. Many of these businesses have implemented formal mentoring programs to improve retention of employees, aid employees in career development, attend to leadership succession planning, and contribute positively to diversity and equity issues.”

Distinguished Scholars and Practitioners from across the globe recently congregated at The University of Waikato in Hamilton, New Zealand at the Inaugural Transforming Together Coaching and Mentoring Conference. 

Mr. Raza Abbas Pioneer of Professional Career Counseling and Mentoring in Pakistan presented his new research on “The Institutionalized Career Mentoring Model of a Private University in Pakistan." His paper was peer reviewed and unanimously approved by the Scientific Committee. He shared the conceptualization of a pioneering mentoring model for university students at a private university in Pakistan. 

An Excerpt from his paper:

A pioneering institutionalized career mentoring model of a private university in Pakistan has been strategically and contextually developed keeping in view the socio-economic challenges of our youth. The institutionalized career mentoring model is an initiative which has been established with an aim of creating high quality mentoring programs for teachers and youth based on carefully researched needs of youth in the service sector.

Institutionalized career mentoring model highlights the key competencies of mentoring: initiate and foster relationships, establish a climate of peer support, model reflective teaching practices, apply and share effective classroom management strategies, encourage and nurture an appreciation of diversity, maintaining effective communication, fostering independence, promoting professional development and instilling hope all integrated in its mentoring programs.According to research studies on career mentoring in public and private education institutions in Pakistan, mentoring is taught at a very introductory level to faculty. It does not impart the requisite skill set to become an effective and trained career mentor.Moreover, there are hardly any educational institutions in Pakistan where career mentoring is practiced as part of policy. However, it is worthy to note that career mentoring is evolving slowly in developing countries (UNESCO). 

Qualitative case study method has been adopted in this paper. Individual and focus group interviews with the research participants were conducted as well. Difficulties were found with the lack of career mentoring knowledge to direct youth. Furthermore, teachers and career mentors are facing increasing demands; they need to identify the hidden competencies of the youth in order to consistently provide a support system of mentoring. 

By offering a holistic model and by educating and developing competent career mentors we are instilling and creating hope amongst the teacher and youth community. The institutionalized model caters to keen stakeholders in universities and has a sustainable impact on the educational institutions to instill hope amongst the youth. Career mentoring is providing the youth with the competitive edge in the Asian region.

He stated that mentoring is no longer a myth for students in Pakistan it has now become a necessity for them to thrive in the global economy. By having an institutionalized mentoring model it will bridge the gap between industry and academia and employers will receive skilled human resource which is currently a gap. Some of the key finding of the research was as follows: To strengthen the supply side of mentoring and employability practices by facilitating institutionalized career counseling and mentoring training for teachers at educational institutions. To improve the demand side by supporting students at all levels in making educated and informed career decisions. He further said that the corporate sector organizations should come forward and establish endowment chairs and allocate budgets for corporate social responsibility for institutionalized mentoring programs at educational institutions and initiate employee advising learning programs for their employees at their respective organizations. 

“I started off the mentoring session with a very demoralized mindset; currently my mindset is really very different and positive” reported one of several highly enthusiastic mentees in the study.

Another mentee reported: “I feel happy now I can save my career; I got a job in a Multi-National Organization!”

Like the car sticker that was popular a few years ago: "If you can read this, thank a teacher" the same sentiment is true for many of our accomplishments in life that came about as a result of mentoring. Find time to celebrate your current or past mentor, consider how you can or do mentor others, and make it possible for others to benefit from professional mentoring.

Mr. Raza may be reached at RazaAbbas.HR-at-Gmail.com

Body Language: An Important Communication Tool

Body Language: An Important Communication Tool

(Adapted from an unknown source)

"The art of communication is the language of leadership."

Body language can make a big difference in your people skills, attractiveness and general mood. It is important for one to understand the etiquettes of using body language as it may be interpreted in several ways by the significant other.

Here are a few tips on how effective body language:

DO NOT CROSS YOUR ARMS

You must have read or heard earlier too that you should never cross your arms when at an interview or when communicating with seniors. Crossing arms are interpreted as being defensive or guarded. Keep your arms open.

HAVE EYE CONTACT, BUT DO NOT STARE

If you are among a group of people, you must try maintaining eye contact with them to create a better connection and see if they are listening. Staring or keeping too much of eye contact while communicating might creep people out. On the other hand, having no eye contact might make you seem insecure.

RELAX

When you feel tense it easily winds up as tension in your shoulders. They might move up and forward a bit. Try to relax. Try to loosen up by shaking the shoulders a bit and move them back slightly. Do not slouch, sit up straight. Lean but not too much. If you want to show that you are interested in what is being said and are confident in yourself, just relax and lean back a bit. But do not lean back much. It might give impression of being arrogant. Similarly, don’t lean in too much as it might give an impression of being needy or desperate. While standing, don’t stand too close. Give people their personal space.

NOD EVERY NOW AND THEN

Nod once in a while to signal that you are listening, but don't overdo it.

KEEP YOUR HEAD UP, SMILE AND LAUGH

Don't keep your eyes on the ground, it might make you seem insecure and a bit lost. Keep your head up straight and your eyes towards the horizon. Lighten up, don't take yourself too seriously. Relax a bit, smile and laugh when someone says something funny. People will be a lot more inclined to listen to you if you seem to be a positive person. But don't be the first to laugh at your own jokes, it makes you seem nervous and needy. Smile when you are introduced to someone but don't keep a smile plastered on your face, it will give impression of being insecure.

DO NOT TOUCH YOUR FACE OR FIDGET

It might make you seem nervous and can be distracting for the listeners or the people in the conversation. Try to avoid showing nervousness such as shaking your leg or tapping your fingers against the table rapidly. You will seem nervous and fidgeting can be a distracting when you try to get something across. Try to relax, slow down and focus your movements. Use your hands more confidently instead. Use your hands to describe something or to add weight to a point you are trying to make. But don't use them too much or it might become distracting.

MIRROR THE IMAGE

Often when you get along with a person, when the two of you get a good connection, you will start to mirror each other unconsciously. To make the connection better you can try a bit of proactive mirroring. If he leans forward, you might lean forward. If he puts hands in pocket, you might do the same. But don't react instantly and don't mirror every change in body language. Keep a balance.

TRY MAINTAINING A GOOD ATTITUDE

Keep a positive, open and relaxed attitude. How you feel will come through in your body language and can make a major difference.

Take a couple of these body languages into consideration when communicating next time. You will definitely create a positive impact on others leading your way to a successful relation with them.

© The blogger is an independent writer and works with Aga Khan Development Network

The Anatomy of Leading a Successful Life

‘Good things rarely come quick and easy’.

As the lifestyle of human being is becoming increasingly competitive, it is becoming more important for them to accelerate themselves by being open to change, to be willing to learn, to come out of their comfort zone and to adapt.

While at a career counseling session, I recently met one of the participants who was desperate in need of job but was not willing to work at a location not nearby his home; his absolute reason defined as that he has been used to of working near his vicinity as it saves him time that is required for commuting.

There is a well-known Chinese proverb that says that wise adapt themselves to the circumstances. Having a mind-set to be comfortable with one’s own comfort zone fosters an attitude of helplessness, making it harder for them to progress. You can only grow when you step outside your fortress and venture into the wilderness. It is imperative for one to explore out of their discomfort, being adaptable to change and to understand the importance of learning.

Being willing to give up the familiarity of the known and able to adapt the behavior increases the ability to communicate and build relationships with other people.

I would like to present the example of a Chief Operating Officer of the Procter & Gamble Company, who spent much of the past two decades in various overseas postings. In his recent interview, he stated "I did not expect to live outside US for 15 years. The world has changed, so I had to change too. When you look at my biodata, foreign languages are not my best subjects. But when you move out of your culture, you have no option but to learn their culture and their language."

Such kind of willingness to get out of one’s comfort zone and learn continuously without complaining is a way of adapting to the change and definitely marks a key difference between a successful and unsuccessful human being.

© The blogger is an independent writer and works with Aga Khan Development Network

Superman in the Organization

We all have seen people complaining about the workload and the management’s reluctance to hire new staff to manage that workload. So what is the reason behind management’s decision of not hiring new staff? There are many reasons one of which is the presence of an employee who by multitasking and other ways tries to perform all tasks on time. This employee portrays himself as a Superman, and becomes a Cost Saving Agent in the eyes of management. The management, instead of hiring a new employee, which requires more cost, provides him with a handsome amount of raise in his monthly salary, boosting his motivation level and enabling him to work with more enthusiasm.

In the above scenario, nothing seems to be wrong. But if we look at the other side of the picture, we find that unfortunately this is not true. This employee (referred to as Superman) is harming not only himself but the job market and the organization as well in the following ways:

• Eliminating job vacancies. Organizations usually appoint new employees to minimize the greater workload. But in an organization, where an employee does majority of the work all alone, the organization finds no good reason to appoint new staff, and this is where the problem starts. A problem like closing doors for new entrants. In today’s world where the unemployment level is already high, such employees should not be allowed to eat others’ jobs.

• Putting health at risk. For a healthy life, proper sleep is an important factor. An employee performing all tasks single-handedly needs more than office hours to accomplish tasks. Therefore, he has to work after office hours and often skip holidays. Due to such tiring efforts and continuous working he doesn't get at least 6 hours of proper sleep which affects his health and causes depression, stress etc.

• Losing productivity by multitasking. People often say that doing more than one thing at a time makes you less productive. This is almost true especially in the above scenario. In order to complete tasks on time, the employee multitasks which may be harmful because human brain cannot concentrate on more than one task at a time. And this lack of concentration results in errors, which affects the quality of work.

• Behaving rudely with co-workers. It is human nature that he gets irritated if he works constantly for hours. This is why the office timings always accommodate a break of an hour or two so that employees get fresh. Same thing if we put in this employee’s scenario, we see that after working continuously in order to meet unrealistic deadlines, he gets irritated resulting in an indecent behavior with peers, which may call for a disciplinary action against him.

• Jealousy and Demotivation. In recognition of his efforts, management blesses him with a handsome salary increment, increases his perks and benefits or promote him, which creates jealousy among his co-workers. They see him as a ‘flatterer’ who, for the sake of his own benefits, does all these efforts and pleases management, which becomes the reason of their demotivation. It also ignites the fire of professional jealousy within them which sometimes causes the organization to loose skilled and experienced employees.

The Roadmap to the Career of your Dreams...

The Roadmap to the Career of your Dreams

by Raza Abbas

If you could get 01 day or 01 month off from your routine life, what would you do with your time? Did you know that professionals excel when they combine attitude and skills with their personal passions. Sounds like luxury doesn’t it but why not just for a few minutes think about what your dream job is.  Start with yourself first. What do you like to do? What are you personally drawn to?

Based on my global and local experience there are 08 steps to achieve your career passion:

1. Identify your passion or what could be your passion- that’s your nucleus. List down one area that you really enjoy, even if you aren’t paid for it.

2. Identify the kinds of organizations that support your passion- those are your electrons. Aim for at least 05 organizations that cater to your interests.

3. Research what those kind of organizations do.  How do they function, who do they recruit?

4. Deliberate on each kind of organization which feels the best for you. Look at their values, mission statement, leadership team, annual reports, etc. 

5. Expand your existing social and professional network to find people that work in those organizations. If you don’t have one start building it: For example create a profile on Linkedin.com where 120 million professionals are on it! Start a blog, create your Facebook page, or launch your twitter profile. For those of you who are introverts this might seem like a daunting task, but don’t worry there are plenty of tutorials online. You can also get help from a career counselor.

6. When you find some of the people who are a part of these organizations, send them an email, a LinkedIn request or a Facebook message to find out about their reasons for choosing the organizations they are in. 

7. Set up informational interviews with the professionals you‘ve contacted. Make it clear to them that you are not asking for a job interview.

8. Start your job search after your informational interview, not before. Start drafting a plan on how you are going to work on your skills and tailor your expertise so that you can become an ideal candidate for the organization of your choice.

And with these eight steps Excellence begins!  People believe that once they are part of an organization, the passion for their work will just appear; often it’s the other way around. Follow your passion, even if it takes a while, never give up on the pursuit of your dream job. After life is too short for the wrong job.

About the Author: Mr. Raza Abbas, a dual degree graduate from The University of Arizona, USA and trained in Career Counseling from its Career Services Dept is a pioneer in the field of career counseling in Pakistan. This article was first published in the 12th Issue - Print Edition - of the TimeTrax HR Professionals NewsBeat in January 2012.