The Top 3 reasons HR departments fail
The Top 3 reasons HR departments fail
In today's video, I'm going to deep dive into the three reasons why HR departments fail, and what you can do about it.
Hi, welcome to the Let's Talk Talent channel where we discuss the world of HR and talent management. We're here to help you unlock the potential in your people.
So the first reason why HR departments fail is they become too operational and not strategic. So what do I mean by that? Well, fundamentally, I mean that they don't think about the business strategy. They become all about just the people. So the magic happens when you bring the business strategy and the people strategy together. And what you can see happening is that when you become operational, it's all about just paying people. So terms and conditions, policies, procedures.
So the way to avoid that mistake is simple. Talk to your CEO, talk to your
leadership team, talk to your board about what's important to the business, and create a plan. You could even use our triangle
model that gives you a foolproof way of becoming more strategic
and less operational. Because it starts with your exam question,
what's your burning platform? What is it you're trying to solve, and creates you a number of building blocks and workstreams. And that's how you
become more strategic and less operational. The second is about customer focus.
Most people think about customer as external. So the people that are
buying, if you're a B2C business. But actually your customer is your people. You may have recruited them from some of your external customers. So think about your CVP – so your customer value proposition – as much as you do about your employee value proposition. And really understand the personas that exist within your organisation. So it won't be
just about hierarchy. So your apprentices or your graduates, your managers or your leaders, it could become your specialists, it could become department-led.... Really get into the crux of the personas, the people that work for you, what are their wants and needs.
And we can help you with that. We have a really cool persona map that you can start to map, not only what your people are thinking, but also what they're feeling and what you can ultimately do about it. And that enables you to become customer-focused. It also enables you to get feedback and pivot if you're not answering those exam questions for those personas.
And the third is you create a load of stuff. Now, if you look at LTT's values, one of the values that I love, because I'm a bit of a child to be honest with you, is "get shit done". Now, that means that you do need to get things done, and you need to create initiatives and things that have momentum.
But if all you're doing is creating loads of different activities, you actually create paralysis within the organisation. And people don't know where to look. So when you're thinking about perhaps when I train Dylan, our Chief
Dog Officer, I was trying to get him to think about and look to me, and really focus on what I wanted him to do. If I started throwing a ball, and throwing a ball in multiple directions, he was confused. The same applies
when you're creating loads of stuff within your organisation. Create that thread that enables people to understand what they need to do and how they need to do it.
And that starts, ultimately, from your strategy. So don't create loads of stuff that isn't measured, and that isn't timely, and doesn't differentiate yourself. Make sure that people understand what they need to do and how they need to do it. I'm not promising you that these mistakes are going to make you an even better HRD or even an HR department, but I know that they're tried and tested because ultimately they're customer-focused. And
that's what HR should be. Let's put the human back into HR.
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Hope you enjoyed this video.
See you next time.
More about The Triangle Model - https://letstalktalent.co.uk/blog/the...