Posted on 20/07/2015 by Nine2Three
Recently I was giving a lecture to a group of MBA students on Human Capital Management and using HR as a Business Driver.
We were discussing Human Resource maturity levels and how HR as a fully integrated business system generally only becomes a driver of economic outcomes for the organisation when it has reached the highest maturity level.
Given that most small businesses only ever reach the lowest Human Resource maturity level, and many have difficulties even with basic compliance, one could assume that it is impossible for Small – Medium Enterprises to use human resources as a driver of profitable outcomes for the business.
I like to challenge that perception and work with all my clients, no matter how small to try to instigate practises that will contribute to the bottom line of their business.
Even if an SME is only at level one maturity with their Human Resource practices, they can still use HR as a business driver and basis for economic outcomes.
In a very basic model, it is about starting at the top with the business goal you are aiming for. Then breaking this down into divisional goals and working out time frames. Looking at the workflows required to achieve those goals and timeframes. Understanding your total flow of work including people (human capital) their interaction with each other (social capital) and the systems they use (structural capital). By analysing this flow of work, you may be able to highlight what is needed for the work flows to achieve the goals in the timeframes needed.
Then you can work with the individuals to motivate them to achieve what needs to be accomplished.
So with a little bit of thought, even small businesses can drive economic outcomes through planned Human Resource initiatives.
•Business goals
–Divisional goals
•Time frames
–Work Flows
»People
»Systems
»Interaction
•What are the bottlenecks
•What can be improved
•Then …
Motivating individuals!
Important Note: These articles have been prepared for general circulation and are circulated for general informational purposes only; these articles should not be regarded as business or investment advice. The articles represent the views of the writers and are subject to change without notice. Additionally, while every care has been taken in the preparation of the articles no representation or warranty as to accuracy or completeness of any statement is given. An individual or organisation should, before any business or investment decision is made, consider the appropriateness of the information in this document, and seek professional advice, having regard to objectives, situation and needs. This document is solely for the use of the party to whom it is provided.
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