Lion HR Solutions

The New Roles of the Human Resources Professionals

support@lionhrsolutions.co.uk — Tue, 05 May 2009 15:21:03 PDT

Some industry commentators call the Human Resources function the last bastion of bureaucracy. Traditionally, the role of the Human Resource professional in many organizations has been to serve as the systematizing, policing arm of executive management.

In this role, the HR professional served executive agendas well, but was frequently viewed as a road block by much of the rest of the organization. While some need for this role occasionally remains — you wouldn’t want every manager putting his own spin on a sexual harassment policy, as an example — much of the HR role is transforming itself.

The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptive, resilient, quick to change direction and customer-centered. Within this environment, the HR professional, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor.

Strategic Partner
In today’s organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives.

The HR business objectives are established to support the attainment of the overall strategic business plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development.

Employee Advocate
As an employee sponsor or advocate, the HR manager plays an integral role in organizational success via his knowledge about and advocacy of people. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy.

Fostering effective methods of goal setting, communication and empowerment through responsibility, builds employee ownership of the organization. The HR professional helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well.

In this role, the HR manager provides employee development opportunities, employee assistance programs, gainsharing and profit-sharing strategies, organization development interventions, due process approaches to problem solving and regularly scheduled communication opportunities.

Change Champion
The constant evaluation of the effectiveness of the organization results in the need for the HR professional to frequently champion change. Both knowledge about and the ability to execute successful change strategies make the HR professional exceptionally valued. Knowing how to link change to the strategic needs of the organization will minimize employee dissatisfaction and resistance to change.

The HR professional contributes to the organization by constantly assessing the effectiveness of the HR function. He also sponsors change in other departments and in work practices. To promote the overall success of his organization, he champions the identification of the organizational mission, vision, values, goals and action plans. Finally, he helps determine the measures that will tell his organization how well it is succeeding in all of this.

Guide By: Susan M. Heathfield

Original post blogged on LionHRSolutions.

Here is an update on the rapidly evolving situation surrounding swine flu:

support@lionhrsolutions.co.uk — Tue, 28 Apr 2009 17:18:39 PDT

A growing number of confirmed cases of swine flu have been reported in the United States, United Kingdom, Mexico, Spain, Canada and New Zealand. In Mexico there are confirmed fatalities although no fatalities have been reported in any other country.
What is Swine Flu?
• It is a virus that normally causes a flu-like illness in pigs.
• Swine viruses normally do not infect humans; however sporadic cases have occurred in the past.
• The current circulating swine virus appears to now be contagious from human to human. It is not transmitted via eating pork.
• While the seasonal flu shot does not appear to be protective against the swine flu virus, the virus does seem to respond well to anti-viral medications.
The following methods can reduce your chances of contracting swine flu:
• Avoid close contact with people who are ill with flu-like illnesses (fevers, cough, muscle/joint aches and pains).
• If you begin to experience these symptoms remain home and do not go into work or any crowded environment. Consult with your doctor and remain at home for at least 48 hours after you are feeling better.
• Cover your mouth and nose when coughing or sneezing, ideally with a tissue.
• Wash your hands frequently with soap and warm water; or you can use alcohol-based hand sanitizers.
• Avoid touching your eyes, nose or mouth as much as possible.

If you are based out of an impacted location (e.g., Mexico City)
1. Work remotely
2. Limit group meetings
3. Minimize visitors to the facility

Original post blogged on LionHRSolutions.

All you need to know about Employment and Support Allowance...

support@lionhrsolutions.co.uk — Fri, 03 Apr 2009 03:32:07 PDT

Employment and Support Allowance has replaced incapacity benefits
for new customers. The allowance provides financial help if individuals
have a health condition or disability that affects their ability to work.
For those customers able to prepare for work, it provides personalised
support to help them on their path to a suitable job.

For more information including
downloads and resources visit www.dwp.gov.uk/esa
OR www.dsdni.gov.uk/esa
(Northern Ireland)

Original post blogged on LionHRSolutions.

Managers called on to tackle 'recession depression'

support@lionhrsolutions.co.uk — Mon, 09 Mar 2009 15:24:35 PDT

Business leaders have been urged to be on the lookout for signs of 'recession depression' among workers.

Coming as the government announced that an extra £13 million will be made available to local health authorities in a bid to reduce redundancy-related depression, the Priory Group has reported a marked increase in the number of worried professionals seeking help.

In particular, a rising fear of possible unemployment, combined with mounting dents at home, is leading growing numbers of people to become stressed, with both businesses and the medical profession urged to 'act quickly' to prevent the problem getting even worse.

Dr Jeremy Broadhead, medical director and consultant psychiatrist for the Priory chain of clinics, noted: "Money worries don't just keep people awake at night; they can cause stress, depression and in more extreme cases self harm and suicidal thoughts."

According to official data, around 15 per cent of UK adults suffer from depression at least once in their lives, with the condition costing businesses millions of pounds each year as a result of lost work days.

Source: Managers.org.uk

Original post blogged on LionHRSolutions.

Report urges employer action to boost recruitment from diverse groups

support@lionhrsolutions.co.uk — Mon, 09 Mar 2009 14:35:13 PDT

Press release issued by the Chartered Management Institute

A report published today examines the recruitment trends of female, ethnic minority and disabled managers with the aim of informing ways of attracting more diverse talent in the workplace.

The report explores where people from diverse groups look for work, what attracts them to a job and to a particular employer. It encourages employers to develop their understanding of job search habits if they are to avoid overlooking the talents of diverse groups when recruiting.

Original post blogged on LionHRSolutions.

DISCRIMINATION

support@lionhrsolutions.co.uk — Mon, 09 Mar 2009 07:05:49 PDT

Discrimination is unlawful on the following grounds:

-sex
-race
-disability
-sexual orientation
-religion or belief
-trade union membership/non-membership
-age

To make it easier for you to understand your rights, we have provided a separate
Factsheet for each of these grounds. It is important to remember that you have theright to bring a claim for discrimination from day 1 of your employment (or even if you are turned down for a job for a reason which is discriminatory).
It is also important to remember that if you wish to bring a claim for discrimination,
you may need to pursue a grievance first with your employer before the Employment
Tribunal can consider your claim.

Original post blogged on LionHRSolutions.

How should news about redundancy be met?

support@lionhrsolutions.co.uk — Mon, 09 Mar 2009 15:00:59 PDT

ITV job losses – reaction from CMI

News this morning on ITV job losses was followed by reaction from Gerry Morrissey, general secretary of broadcasting union Bectu. He claimed mismanagement is to blame for these job losses and reacting to these comments Ruth Spellman, chief executive of the Chartered Management Institute says,

“It is all too easy to blame management when times are tough – they are after all the face of an organisation and can make easy targets. However they are the ones with responsibility of steadying the ship in uncomfortable times. Sometimes this means making unpopular decisions, and although easy to criticise, there is likely to be a clear rationale behind any decision taken. In the current climate, for example, the thinking may be that some job cuts now may save others later on.

“Managers and leaders also have to consider the alternatives before going down the route of redundancy. Clearly, if there is no alternative, they must communicate with the people affected. It is no easy task, but employers must make sure that those entrusted with management have the skills and ability to perform.”

Original post blogged on LionHRSolutions.

Migrant workers – skills matter, not country of origin

support@lionhrsolutions.co.uk — Mon, 09 Mar 2009 14:55:50 PDT

CMI responds to the debate on migrant workers entering the UK

With debate focusing on the subject of migrant workers, Ruth Spellman OBE, chief executive of the Chartered Management Institute, says that the best protection against job loss for UK workers is their skills and their versatility.

She comments: “These are the ‘passports’ that will gain access to jobs and keep individuals employed over the longer term. UK workers will always have to compete, both here and overseas, and it is not realistic or economic to seek to protect ourselves against competition.”

From April, migrant workers will have to have at least a master's degree - rather than a bachelor's degree - and a previous salary of at least £20,000 to qualify. The Home Office estimates that it will almost halve the numbers coming in from 26,000 to 14,000.

This comes against a backdrop of research, undertaken by the Chartered Management Institute*, showing that 66 per cent of managers believe they benefit from exposure to different societal cultures.

Spellman continues: “The issue is how we make the UK workforce competitive, highly skilled and able to operate on a global scale, so that employers will be able to recruit and promote the best people. It isn’t about country of origin. We know that many businesses, even in current times, are short of skilled labour. Addressing this is the challenge because those organisations and individuals investing in skills will be well placed to survive and manage their way out of the recession.”

Original post blogged on LionHRSolutions.