HUMAN RESOURCE MANAGEMENT AND COMMUNICATION MATRIX.
An integrated approach to HRM and Internal and External Communication.
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Pour une Gestion Intégrée des Ressources Humaines et de la Communication -
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Wrapping up the Year in Thanksgiving for HR ... En Hommage...
As People in the United States gather in Thanksgiving, we share our special thoughts with People around the World.
THE HR PATH: FROM POWERFUL AND LONELY TO JOLLY BUSINESS PARTNER
Do you remember that Spiderman amusingly dramatic phrase: "With great power comes great responsibility" ? We are closing the first quarter of the year, and it's usually time for rolling-out changes. Time for reviews, dreaded annual chats, result celebration, and follow-up or carrying-out of policy changes and/or new directives implementation. HR is at the heart of those actions. Neutral and Stoic. Passionate employees could argue that HR is at best passive, at worst heartless.
We are back after the summer break, getting into the Fall season; and the Service/Retail world has been pushing - with big bangs - to diffuse what we
have been hearing quite a bit about these last months (or years): the closing of stores and banks, The Retail Meltdown, the Rise of Amazon and online shopping, the death of Brick and Mortar Store, and yet, the boom of the Food and Beverage industry. The common key factor? It is all about the the Service Industry,
so the answer seems simple enough: People, as in customers and
employees. But, not so fast! There is nothing simple about the
people-service industry complex, and much less about the retail outlook since not all retail businesses are equal.
People can be ambiguous, and the symbiosis between HR and Service Industry
workforce is hardly attainable. It would seem obvious that HR plays a
major role in the rise and/or fall of the Service industry. The only
caveat? It takes awareness.
A short updateon a crucial and current subject: Healthcare. (For the very latest follow-up and/or dissection of the process click here) The matter is of a global and complicated interest, but at this point do US employees still care? The subject goes "over the head" of many, has become more of a political duel rather than being approached as a public health concern with serious economic impacts.
For the sake of information and communication on the subject, I will give a quick snapshot on the matter in this post. We remember (or don't) that ACA stands for the Affordable Care Act or "Obamacare", the AHCA is the American Health Care Act, and the latest is the Better Care Reconciliation Act (BCRA).
Quick, because a decision - to go forward, to revise, or to halt the whole process (theorically, because steps will undoubtedly, continue to be taken behind the scene to somehow dismantle Healthcare as it is now) will occur within the next few days; He…
In some fields of work, we are told to learn to dissociate politics from work because it is the right thing to do. It is an ethical obligation. In the field of HR there could not be such differentiation since politics - in the form of legislation - interfere heavily with how we have to manage people and people's sentiments, attitudes and behaviors. So, again, what is HR to do? Is there anything as black and white, and do businesses really have options as which path to take?
Does HR Truly Have Options? In fact, it is very simple - or not that simple, as reality proves at times: To the issues of violence (domestic or others) we have to face workplace violence. Consequently, businesses have implemented Workplace Violence Policies and Business Continuity; To the issues of calamities and catastrophic happenings (Hurricanes and others, Tornadoes, ...) we have to address workers' safety and well being. Businesses have put in place EAP and Communication Programs, and Business Continu…