LEADERSHIP AND THE ROLE OF HR
These days the world of work is changing rapidly. Economic uncertainty is on the rise, and the structure of organisations is becoming ever more complicated. We believe that in this context a company’s success is not based solely on well designed structure and processes. That is not enough.
The success of a company’s strategy depends on prerequisites that the employees must fulfil.
This means that managers in the human resources field are under more pressure than ever before to bring demonstrable results of their measures and strategies to develop the work force.
Top company managers are aware of the key connections between a company’s performance and the people who work for it. They also understand that questions relating to employees must be at the center of their interest.
It is therefore impressed upon HR managers that they must realise strategies that support their organiasations and increase the responsibility and transparency of the management of employees and reporting.
Human resources management departments are ever more perceived as strategic elements of companies - which must cooperate closely with the operations, finance, and other departments and thus contribute to the development of strategies and the companies’ success.
EMPLOYMENT AGENDA: OPTIMASING PERFORMANCE
The battle for talented individuals is constantly becoming fiercer, and so the management of employees is one of the key questions that companies‘ directors must consider. In the old days the approach to employees was based primarily on costs. Today, howevere, successful companies value their employees highly because they represent a rich source of talent, skills, and versatility, which are elements that are key to the success of a company.
Therefore the role of HR workers within the framework of an organisation is and will continue to be judged according to whether they succeed in creating maximal added value and functioning as business paratners to the other departments of the organisation, which they help master challenges that are unimaginably intertwined with their employment agendas.
An employment agenda must have three main dimensions that can determine the extent of the success of the general directors in realising the strategic goals of the company:
- How to attract and keep talented employees.
- How to increase employees’ effectiveness.
- How to lead employees through the process of change.
HOW WE CAN HELP
Employees can bring the greatest contributions to a company or, conversely, they can be a burden on it. The good news is that whether they will contribute to it or drag it down is entirely up to the management.
We can help you primarily:
- Integrate newly hired, talented employees into the team, motivate them, and keep them.
- Increase the effectiveness of your employees’ work.
- Develop the skills of managers in leading people.
- Ensure that the employees become part of the process of change.
We will analyse your situation and offer you a choice of multiple variants of suitable solutions.
We help our clients make the greatest use of the potential of their employees and thus achieve success.