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Applying business disciplines to HR

Applying business disciplines to HR FROM THE EDITOR Sara Nolan Applying business disciplines to HR There’s been an uneasy relationship between HR and The battle to win hearts and minds cost for some time. Restructuring, streamlining, Recruitment is a popular focus for cost-cutting downsizing and redundancies have been commonplace initiatives, with the application of new technologies in recent years as the corporates of the Western world such as the internet identified several years ago as a gear up for a highly competitive, globalized means of saving money. In the article E-recruitment marketplace governed by the “survival of the fittest” delivers return on investment for DML (page 8), rule. HR has been at the heart of cost-cutting exercises, recruitment manager Andy Leftley explains how an from strategic input to transactional tasks. Perhaps as a electronic hiring management system has resulted in result of this key role played in cost reduction efficiencies and cost savings and has improved the initiatives, or due to the the intangible nature of many overall recruitment process and experience for both the HR services, or purely as a a continuation of the organization and candidates. streamlining trend, the HR department itself has been Innovation in recruitment is likely to grow in vigorously called upon to define its own value and to importance, not purely to gain efficiencies but also to prove the efficiency of its operations. combat the growing shortage of skills and talent. Jared This is one of the main themes of this issue of Larrabee from Deloitte, in the feature The virtuous Strategic HR Review. Nicholas Higgins of Valuentis cycle of community involvement (page 24), believes tackles the topic of Lean HR in the feature Putting organizations will have to find ever-more innovative Lean HR into practice (page 16). He recommends a ways to win job-seekers’ hearts and minds. He points to highly analytical approach to mapping out HR community involvement programs as a means of delivery, as key to identifying areas for improvement standing out from other recruiters in the battle for and therefore moving the focus away from cost talent. Tomorrow’s talent pool will naturally expect good reduction and on to operational excellence. HR should, corporate citizenship from employers, and community he argues, apply traditional business concepts, such as involvement programs can form a virtuous cycle in operational excellence, Lean HR and Six Sigma, when which organizations, society and job-seekers all benefit. tackling the cost-value relationship. Of course, HR departments putting forward this Allan Boroughs and Jane Saunders of Orion concept as a recruitment tool will need to justify the Partners examine a popular means of achieving Lean expenditure, but hopefully they will have defining the HR operations in Shared services that work for the cost-value relationship of intangibles down to a fine art business (page 28). While the shared service model is, so that it is seen as a strategically clever move and not in theory, an accepted means of delivering cost-effective “another costly idea from HR”. and efficient HR programs, in practice implementation can be poor and there are many examples of transformations that have not worked. They use their experience to identify the five success criteria for shared service models that deliver real business benefits. CONTACT Similar to Higgins, they believe HR has to be modelled Sara Nolan as a business, and business disciplines applied. E-mail: sara.nolan@melcrum.com 2 Volume 6 Issue 4 May/June 2007 http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Strategic HR Review Emerald Publishing

Applying business disciplines to HR

Nolan, Sara
Strategic HR Review , Volume 6 (4): 1 – Aug 12, 2007
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Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
1475-4398
DOI
10.1108/14754390980000971
Publisher site
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Abstract

FROM THE EDITOR Sara Nolan Applying business disciplines to HR There’s been an uneasy relationship between HR and The battle to win hearts and minds cost for some time. Restructuring, streamlining, Recruitment is a popular focus for cost-cutting downsizing and redundancies have been commonplace initiatives, with the application of new technologies in recent years as the corporates of the Western world such as the internet identified several years ago as a gear up for a highly competitive, globalized means of saving money. In the article E-recruitment marketplace governed by the “survival of the fittest” delivers return on investment for DML (page 8), rule. HR has been at the heart of cost-cutting exercises, recruitment manager Andy Leftley explains how an from strategic input to transactional tasks. Perhaps as a electronic hiring management system has resulted in result of this key role played in cost reduction efficiencies and cost savings and has improved the initiatives, or due to the the intangible nature of many overall recruitment process and experience for both the HR services, or purely as a a continuation of the organization and candidates. streamlining trend, the HR department itself has been Innovation in recruitment is likely to grow in vigorously called upon to define its own value and to importance, not purely to gain efficiencies but also to prove the efficiency of its operations. combat the growing shortage of skills and talent. Jared This is one of the main themes of this issue of Larrabee from Deloitte, in the feature The virtuous Strategic HR Review. Nicholas Higgins of Valuentis cycle of community involvement (page 24), believes tackles the topic of Lean HR in the feature Putting organizations will have to find ever-more innovative Lean HR into practice (page 16). He recommends a ways to win job-seekers’ hearts and minds. He points to highly analytical approach to mapping out HR community involvement programs as a means of delivery, as key to identifying areas for improvement standing out from other recruiters in the battle for and therefore moving the focus away from cost talent. Tomorrow’s talent pool will naturally expect good reduction and on to operational excellence. HR should, corporate citizenship from employers, and community he argues, apply traditional business concepts, such as involvement programs can form a virtuous cycle in operational excellence, Lean HR and Six Sigma, when which organizations, society and job-seekers all benefit. tackling the cost-value relationship. Of course, HR departments putting forward this Allan Boroughs and Jane Saunders of Orion concept as a recruitment tool will need to justify the Partners examine a popular means of achieving Lean expenditure, but hopefully they will have defining the HR operations in Shared services that work for the cost-value relationship of intangibles down to a fine art business (page 28). While the shared service model is, so that it is seen as a strategically clever move and not in theory, an accepted means of delivering cost-effective “another costly idea from HR”. and efficient HR programs, in practice implementation can be poor and there are many examples of transformations that have not worked. They use their experience to identify the five success criteria for shared service models that deliver real business benefits. CONTACT Similar to Higgins, they believe HR has to be modelled Sara Nolan as a business, and business disciplines applied. E-mail: sara.nolan@melcrum.com 2 Volume 6 Issue 4 May/June 2007

Journal

Strategic HR Review – Emerald Publishing

Published: Aug 12, 2007

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