Rx For a Compelling Place to Work

(in a World of Whining)

NACRCJuly, 2007

Phil Rosenberg, President 954 816-hrdr (4737); www.hrdr.net

Social Attitudes & “Civic Engagement”

• Less Acceptance of Responsibility and Accountability

• Increase in Whining & Victimization• Decline in “Sovereign Immunity” & Civic

Engagement• Decline in Support Institutions such as Family,

Neighborhood, Churches, etc.• Decline in sense of Personal Privacy

Social Attitudes & “Civic Engagement”

• “Confused” Attitudes about Violence• “Confused” Attitudes about Drug & Alcohol Use• Rise of Third Party Interveners• Identification with “the job”• Lack of Training and Support for Managers &

Supervisors• Government as a Metaphor for Evil

“The Seduction of Comfort”(www.hrdr.net)

• Success leads to Comfort • Which leads to Complacency• Which leads to Arrogance• Which leads to Reduced Innovation• Which leads to Inability to Adapt• Which leads to Failure

Whining is the “Official Sound” of the Seduction

“Old HR” Features:

• “Entitlements”• Inflexible Rules & Regulations• Sovereign Immunity Attitude• Shortage of Accountability• “One Size Fits All” Compensation• “Invitations” to Complain & Challenge• “Enabling” Behavior by Managers

What Is This “New World”…??

“The Age of HR”

New Imperatives to Contribute

“Public Sector HR is in the midst of a revolution no less important

and full of opportunity than when civil service began to replace the spoils system four generations

ago”

Don’t Walk by Something Wrong!

Markers of a “Revolutionary”

• Proactive advocacy for ethics and service

• Takes a Daily Dose of Innovation • Enables others to see a vision of what could be• Believes that fun is the most important discipline of all• Recognizes, appreciates, and thanks others• Practices the “Don’t Walk By Something Wrong”

philosophy• Develops the “next generation”• “Engages” in the community

(including the HR community)

Employment Attitudes & Options• Employees as “Free Agents”

• “Get a Life” - the search for self & family actualization

• Employment is not an “end unto itself” - it is an “enabler” to achieve personal objectives

• Reduction in loyalty to only one employer

• Multiple Careers/Multiple Jobs

Competition for the “Best & the Brightest”

• Rethinking the traditions of compensation– Pay for Performance & Performance Bonuses

– Gainsharing

– “Life Stage,” flexible benefits (“Design it Yourself”)

– “Signing” and “Retention” bonuses

• “Branding” & Marketing• Appealing to Self & Family Actualization

Competition for the “Best & the Brightest”

• Innovative Recruitment Strategies

– “Scouting” & Internship offers

– “Fast Track” - on site hiring

– Less “Torture” for the Applicant

– Phased Retirements

• Flexibility in Hours and Scheduling

• Rapid Rewards

• All Managers & Supervisors Must Learn To Spell “HR”

• Great & Growing Liabilities For Negligent HR Decision-Making

• Need For Continuous Management Education

• Job Security for HR Professionals

The Result is...

Making HR into an Organization’s Best Friend

The FUNDAMENTALS:

1. Establish a Clear & Compelling Vision

2. “Walk the Talk”

3. R-E-S-P-E-C-T

4. Be in “Constant Appreciation” Mode

5. Just Say “No!!” to Arrogance & Inertia

6. Don’t Walk by Something Wrong!

7. Have Fun!

8. Use the “Magnificent Seven!” HR Improvements

1. Reduce the Risks of Acute HR Liabilities – A Safe Place to Work

• The HR ER• Risk Assessments• Workplace Violence & Harassment Program

• Critical Incident Training• Absence Management Program• A Great EAP• Organizational Needs Assessments• Professional Standards Program • Outsourcing Non-Core Functions• Effective Background Checking

2. Increase Recruitment & Retention Success

• Create a Career Center & Apprenticeships for Local High School Graduates

• Internet-based Recruitment • Applicant Tracking • Imaging Recruitment Files• Succession Planning & Staff Development

3. Serve The Client (At the Client’s Convenience & in a More Timely Manner)

• Process Improvement Analysis

• Hours of Operation & Locations

• Client Self-Service– On Line Services

• Automation Planning, including… – Performance Evaluation On-Line – On-line Benefits Enrollment & Information

4. Enhance Managerial,Skills, Knowledge & Confidence

• Management Training Improvements (Including Supervisor Academy)

• Succession Plan & Cross-training• Training & Development as an Honored Function• Staff Development Activities • Plan a Periodic “Hui”• “Block Budgeting”• Continuous Supervisory “Engagement” as “Sentinels”• Special Treatment for the “#2’s”

5. Simplify Internal & External HR Processes & Practices

• Process Improvement Approach

• “Rapid Reward Bonus” Program

• Automate Forms & Image Records

• Classification Management Plan

• Rapid Recruitment Communications

• Take Performance Evaluations Seriously

6. Enhance Benefits

• Schedule Flexibility • Phased Retirement Possibilities• Cafeteria Benefits Approach• Dependent Care Discounts• Employee Financial Planning • Benefit Information On-Line • Automate Open Enrollment• Long Term Care Benefit• Concierge Services• Block Budgeting• Wellness Initiatives• Rapid Reward System• “Self-Defense” Learning Seminars – Financial, Health, Retirement• Continuous Appreciation Mode

7. HR Integrated Into Top Management Decision-Making

• HR Director in the top management “cabinet”

• Direct report to the Clerk …more than just an “Internal Service” function

• Part of Top Management Crisis Management Team

The Roadmap to Get There

1. Facilitated Session

2. Vision/Mission Statement

3. Process Improvement

4. “Way Points” to Stop & Celebrate

5. Appreciate

6. Repeat 1 – 5

Binary Weapon Schematic

Are We Up To The Challenges?

• The HR Revolution is Already Underway• We are Best Equipped to Lead the

Revolution• If WE Don’t…Others Will (Unions,

Plaintiff’s Attorneys, Consultant, marketeers, legislators)

• Professional Networking is More Important than Ever!

Unless…We Fall Victim to

A COMMON & DEADLY ENEMY:

“Public Enemy #1”

“Personal Enemy #1”

“Professional Enemy #1

“HUBRIS” (Arrogant Pride)

Спасибо!

Ngiyabonga

DankieDankie

Enkosi

Phil Rosenberg, President 954 816-hrdr (4737); www.hrdr.net