The VP of HR announces to the team that we must transition from a decentralized function to a centralized function within six months placing you in charge. The set timeframe required to realize budget improvement for immediate bottom line results. The cost savings will be unprecedented for the dozens of locations countrywide. Senior management set the expectation, on time – on budget, ensuring precise project implementation.

You take pride in your ability as an accomplished HR generalist to deliver results and get projects done. Success comes, in part, from your tactical / transactional ability to prioritize assignments and communicate the necessary timeline to managers.

By the execution of project leadership skills, you will add measurable strategic value to your organization and your own skill-set. A project assignment budgeted in the five, six or seven-figure range will require skills and HR competencies including:

• communications
• documentation
• execution and accountability
• formal controls

Strategic HR leadership necessitates project management skills that require you see the big picture. Your approach may be similar to the strategic creation of your HR mission, vision and values. Likewise, the values of a project assignment become the blueprint upon which you make project planning decisions.

HR Influence

Your scope of influence requires proficient skills in project plan and design. This may include a draft plan to senior management detailing how you will accomplish this task. In addition, you may be required to design assessment tools where they may not exist, or evaluate and communicate risk up line to your organization. Measurements including corporate resources, budget assumptions, timeline and accountability are typically established. These metrics develop into key result areas as they relate to time, cost and objective.

Your span of influence will require you to work effectively across department lines. You may be asked to understand and effectively operate with “politics” and “organizational constraints” from project start to completion. How well you manage these variables will determine your project success.

Your ability to influence and lead the project assignment may grow in stages. The personality type you display, cool and confident or nervous and frazzled, will set the project tone. Your mentoring and motivating team members will determine how this project approaches its potential. Rapport building will lead to trust, ultimately enabling a broad reach and results across department lines as needed.

Your HR project influence then goes beyond mentoring to enable empowerment of team members to accomplish their mission. Corporations without a team-based environment may experience more “forming and storming” before getting the project off the ground. Sponsoring senior management demonstrates its vision by the appropriate modeling of leadership. This then becomes a subset of project delegation. False starts and difficulty meeting preliminary deadlines may indicate early lack of alignment.

While complex, often intimidating and frequently overwhelming in the earliest stages, HR professionals who build a step-by-step plan in collaboration with internal and external resources can demonstrate project management as a tool for internal consulting at the highest level of their organization.

About The Author

Focused exclusively on EMPLOYEE RELATIONS, HR COMMUNICATIONS and RECRUITMENT PROJECTS contact John Mooney at (972) 355-7481 or email JMooney@ConsultiveSource.com or the company website http://www.ConsultiveSource.com.

An HR professional must perform a wide variety of functional roles. He has the primary responsibility for all HRD activities. Human resource management is a management function that helps Managers plan, recruit, select, train, develop & retain members for an organization. Human Resource Operations can be categorized under five broad parameters that are:

• Hiring Process

• Joining/induction & Training Process

• Administration/record keeping,

• Career management process and

• Exit process.

Record keeping is a key activity that needs to be planned and administered methodically which contains all the necessary details of an employee.

After the employees have been hired, trained and remunerated they need to be retained and maintained to serve the organization better. Welfare facilities are designed to take care of the well-being of the employees – they generally do not result in any monetary benefit to the employees and making a conducive environment for the employees to work in is the primary objective. Understanding their various needs, setting goals for them and doing their career planning along with their respective managers and motivating them that in turn would increase their productivity is what the HR keep doing.

With the kind of responsibilities handled by the HR, I think the future is all about single-source integration of all HR functionalities into online management system. In simple terms, it is Human Resource Information System (HRIS). At this point, I landed up into a white paper published by iEmployee.com CEO Mr.Snehal Shah. Let me share with you, it’s a wonderful piece of information for anybody into the U.S HR industry since it talks about how effective and beneficial it is for any organization to move from regular HR management system to HRIS.

You know managing our employee Timesheets, their benefits, appraisals, their time off hours, their expenses and we can keep on adding into the list. All this is a tedious job and with the introduction of this HRIS new technology all gets done instantly.

I am very much impressed with this piece of white paper and I think anyone can get this. Here is a link for you all. HRO Technology White Paper

P. Paul

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