May 13, 2008
The Cost of Focusing on the Urgent and Neglecting the Critically Important
Posted by : OptîmanceHow does your Human Resources function spend its time? Putting out fires? Responding to requests from Senior Management? Listening to employee complaints? Intervening on benefit related issues? All of these very important functions of HR very often detract the HR Department from another key function which does not make loud demands until it is too late – compliance with regulatory statutes and creating an environment in which employees are not inclined to seek third party intervention. If a disgruntled employee were to file a complaint resulting in your obligation to open your records and processes to those wishing to discredit and gain monetarily from you – how would your organization fare? In 2007 at least 82,700 companies were faced with just such a problem and they ended up paying over $290 million for failing to hear the call of the important, while focusing on the daily urgent.
From your observation, what is the primary focus of your Human Resources Department? If an external agent was wishing to do you harm, what would be your vulnerability? On a scale of 1 to 10 – with 1 being "at great risk" and 10 being "totally complaint" where do you think your organization would lie if a current assessment were to be done in your organization? Where do you think your HR Department would place your organization? In what areas to you think your organization is weakest and what can be done to "fix" it? What areas do you think most organizations fail in the most? If a time and cost-effective tool were available to help reduce your risk how likely would you be to utilize it?
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