Job Title: VP Human Resources.
Job Function: recruiting, labor relations, compensation, benefits, payroll, computer skills, organizational development, support sales and safety departments, tons of paperwork, create regular reports, Spanish a plus, oversee communications, boost loyalty while retaining employees, manage multiple tasks in spite of frequent interruptions, solve every problem, ability to walk on water.
OK, so I added the "walk on water" part. That's what we hear sometimes from HR executives we work with. It often feels like this. When you know where the stones are, you can easily follow them underfoot to safe harbor. As one ex-military friend Bill M. told me, "If you're infantry you're the unit's direct value component, everyone else is support." In the manufacturing environment, you are of direct value to the company being on the plant floor building a product or selling it to customers. Otherwise you're just part of the support team. In hospitals and medical organizations if you are the nurse or physician, you are directly caring and healing patients. Your work has direct value. The remaining personnel are considered a supportive role. The point is that in every organization there are individuals who's activities add direct value and those who provide a supportive function. In the past, HR's role was more a supportive one. Today you are being asked to do more and be of direct value in ways that impact profits and performance. For example, one of HR's biggest challenges is retaining great employees and improving loyalty. More than ever, of direct value to an organization's financial health. Here are some important ways to engage, retain and encourage loyality from employees.