Human Resource would be responsible to do talent search. CEO of the organisaton is also keen to participate in the dimension of Human Resource. I started to ask this question. Why do we want to source talents in East Asia. From various news reporting, it appears to me that Asia is striving well. Only people in this part of the world will understand what Asian wants. I decided to probe further.

I recognise that everyone has their own idea of what it takes to be an effective leader, but organizations which will succeed in tomorrow’s workplace. Human Resource takes a systematic approach to talent management by operationalizing the specific skills, motives, and competencies that actually distinguish average managers and leaders from superior ones. You may explore the rational for do talent search. Truly, some MNCs organize competition to attract best designers, while other attract best marketers. When I get input from Human Resource, they further indicate the criteria for participants.
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Human Resource encompasses the role of managing talents. This is a joint responsibility of Human Resources and user department when managing talents.

I handle the talent management for companies that have operation in this region, namely, Singapore, Malaysia, Thailand, Indonesia, China and India. My clients generally do not feel the need to source for talent and manage the talent, till lately. Human Resources professions indicate that they initiate succession planning in view of the staff movement in East Asia quite rapidly.

You would wonder why Human Resource interested in succession planning and do the exercise every two years period, and not talent management. The small medium enterprises are limited in resources and they cannot afford to remunerate those highly talents as compared to multinational corporations (MNCs). Also they may not have a human resource department.
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Human Resource has a key role for internal communication. This internal communication for staff is Employees Communication. Employees Communication comes in many forms. You can have intranet whereby your employees would read current or past news.

Human Resource would create e-newsletter for employees. This can be done only when all employees has an email accounts and password to go to intranet. Training would need to be arranged for mature staff that has no knowledge about internet.

Human Resource would need to map out the various channel for dissemination of information for changes, happenings or participation of programs.

Mode and channels available would be monthly meeting with CEO (face to face), special message from CEO; e-newsletters (monthly or bi-monthly) as email to individual, e-news display over LCD panel, annual reports if applicable.

Human Resource would identify what to be covered in each media. Why you want to arrange monthly meeting with CEO. You need to establish the objectives of this mode of communication. Without this communication platform what is the consequence. Human Resource may even arrange to video tape the session and subsequent broadcast in the intranet or over LCD display for a week.

Likewise for newsletter, you would want to state the mission of this newsletter. Human Resource may choose for printing or e-newsletter or both. The benefits of using e-newsletter would be speed and costing, not mentioning of saving the wood.

What shall be cover in each platform, Human Resource would then deliberate and review its appropriate over one year to stay relevant.

1. Message from the Boss
2. Performance of the department or the company
3. Recognition of employees and highlights of event
4. Coming activities such as ISO QMS certification, fire drill and employees outing
5. Quiz on company’s happening or safety or quality (to reinforce the importance)

Employees Communication is part of Employees relations. Generally, the management – Operations or Finance including Human Resources would put up changes of policies, procedures, or financial status, operation results on the notice board. After a period of time, these notices would fade off. Through newsletters, such notices would be retained and easy to retrieve as they are of significant.

Employees communications play an important part in the prospect of Human Resource.

© Copyright 2008 KnowledgeMediaNetworks, LLC.

Human Resource shall design and develop strategy for motivation and retention, do you agree?

We would want the line managers and Human Resource to be jointly responsible for motivation and retention. However, you would argue that Human Resource should do some research on HR practices. In this instant, Human Resource would offer some insight for the project.

We advocate that there at least two levels for this subject matters. The first level, Human Resource has the expertise in crafting policies and procedures. On top of this, Human Resource should have a budget for the program.
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Human Resource wants to take the role of business partner in the management of organization. We would like to ask ourselves how we could align our Human Resources strategy to the corporate strategy.

We view corporate strategy as a starting point with input from Marketing and Sales, Finance and Operations. Marketing is front end to establish the customers changing needs and wants; operation needs to upgrade their operation to be cost effective while finance works on the cash flow. Human Resource should focus on what.

Human Resource gathers the info from the management. From this information, Human Resources would be able to look into staff mobility and talents. Also establish the gap of current capabilities and the future needs. From this gap analysis, you would be able to know the key manpower needs. Human Resource should initiate program to source and hunt for the matching candidates. These candidates would bring in a set of competencies to run and contribute.
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Human Resources really need to develop its capability just as the facility needs capacity upgrading. Capability development starts with Human Resource audit. Why need the audit in Human Resource? Business arena keeps changing. So is the taste of consumers for goods and the expectation of services.

Human resources audit focus on the business needs, starting from product development and the product costing. The price erosion is as higher as 40% and obsolete as fast as four times the new product or feature. Price is only one of the factors. Human resources audit would focus on the education profile, age profile and specialization in any specific areas.

We as the business owner or the management, would forecast the future consumers preference and the ability to pay for the products and services.

Surprisingly, we noted the trends move forward to enhanced items rather than the new items. You may recognize the “cool” factor for the look/appearance and “wow” factor for the environment or foods. Sometimes, we call it the “shiok” factor.

From the projection, the heads of department work hand in glove with Human Resource. This process forces us to think what type of people we need for future. The General manager for start-up is different for General manager for growth. So it is for sustain the business, the General manager skills set would also be different.

Human Resource reinforces the needs for on-going learning and sharing as the company want to be a Learning Organisation.

With the enhance know-how, then the employees can meet the challenges for tomorrow. Human Resource shall capture all these raw data and formulate them into relevant information and meaningful interpretation for capability development. This data is safeguarded by Human Resources.

© Copyright 2008 KnowledgeMediaNetworks, LLC.

Human Resources need to be assessed just like any resource needs to be evaluated. As our human resources, besides getting them to perform, we also need to develop them. How do we know what is required?

Human Resource department generally request us to do an annual performance appraisal either in July or December. You would notice that most of the companies would do it in December.

We usually use the appraisal result for (a) performance increment (b) annual wage supplement (c) bonus payment and (d) training needs analysis. Human Resource will issue guideline for the payment.

We feedback to the Human Resource we need a mid-year appraisal for mid term payment of bonus. Half-yearly business result would be motivational if it is a positive KPIs or profitable trends. Human Resource would then consult the Corporate Management with the Finance on the quantum to be awarded.
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Human Resources specialist would be designing the compensation and benefits package to attract, retain and motivate employees to give their best. This is not enough especially in East Asia. We always emphasize that we need to give recognition and rewards to our Human Resource – the employees.

Human Resource manager would issue appraisal for awarding performance increment once a year. Would you think this is able to motivate employees? Wherever possible we would hope that Human Resource would create monthly recognition or quarterly rewards.

You and I recognize that some employers start practicing “employee of the month”, “most courteous employee of the month”, “most enlighten service staff of the month” and so on. Why do we need the Human Resource to do a monthly recognition program? Monthly program would help us to gain momentum and freeze the desired behaviour.
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Human Resource plays a critical role in formulating the systems for career planning. You would ask why. Why do we need career planning? Similarly, if we do recall when we graduated from school or varsity, we looked forward to join those companies that take care of our career.

We noted that Human Resource developed the Performance Appraisal system with career planning process. You would agreed that’s the right approach taken by Human Resource.

Human Resources management focuses on the current performance and the organisation capability. Human Resources Development forecasts the future needs of the organisation. Human Resources Development works closely with heads of department to visual the need of tomorrow and how to build these capabilities.

We recognize that the mission of Human Resource development is invested correctly in the right person. Its policy and procedures must be well conceded and acceptable to us.

The finance is concerned with cash outflow, while we are more concerned about develop people and invest in our employees.
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Strategic Human Resource Planning….what is it all about, we would wonder. During the conversation with the operations manager, I realize that the company would need to know what the profiles of our employees, what can the organisation do to serve the customers. Wow, that’s important. We all knew that we need to stay relevant and our Human Resource must have the employable skills. How’s about ourselves and how do we establish the Strategic Human Resource Planning.

The operations manager shared this view about strategic Human Resource planning. In a simple term, it means, we need to know where our business is heading and Human Resource department will initiate a briefing to look into the horizon and identify the type of people, capability building and training required as part of strategic Human Resource planning process. From the strategic Human Resource planning process, each of us would look into our business direction and do a Human Resource audit.
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