Using HR to Shape Company Culture

Human Resource (HR) managers call the shots on who gets in, who does not, who stays, and who is removed from office. They set the guidelines on the personality the applicant must possess before he is hired. This means that the people endowed with the HR functions can actually shape the culture inside the company.

For those new in the human resource world, or those who aspire to be the next HR manager of their respective companies, here is a small list of practical things that an effective HR manager must know:

Setting group dynamics. As an HR manager, it is your responsibility to set up effective group dynamics in line with the company’s vision and mission, a group that can maximize resources and minimize cost, and a group that will bring out the best in its members.

Team leaders. Know how different each employee is, and discover the subjects he/she excels in. Some might be more effective in your next project than the assigned leader from the previous project. Know their key strengths and plot out who can be assigned as team leaders for specific projects.

Followers. You need to know who can be put in which group to maximize output. Know who can complement the lacking skills of another person in the group, and understand how they interact with each other in a normal setting to know who gets along with whom.

Solo players. Human resource managers must also understand that people who do not work well with others—“solo players”—may sometimes make for a good fit for the company. This comes from the full understanding of the needs of a position, the tasks included in it, and the potential of a candidate. If you are looking for an executive assistant that would not eventually turn against you and can work with exclusivity, maybe a solo player can do the job. After all, a good solo player will most likely be someone who has a lot of skill, but just lacks some points in the getting-along-with-others department.

Providing employee growth and development. Consider yourself as the stern parent of your employees when it comes to supervision and discipline. Effective HR managers know how to use rewards and motivation at the right time as a driving key, and how to maintain the quality of work that a budding company needs.

Maintenance. Company appraisal indicates who is still maintaining the working standard that you, as an HR, have set for them. Do they still know, and more so, perform company procedures? Do they still know where the company is heading? You have the job to check up on them. Set schedules for their performance appraisal at least semi-annually.

Reward and motivation. Have you noticed the declining quality of output from your employees? Maybe they lack the motivation. You, as HR manager, must be willing to motivate your people when it is due them, and reward those who continuously bring quality.

Discipline. Human resource managers are in charge of employee discipline, and issuing or approving memos. Being nice is different from being totally apathetic to company standards. You must learn to be highhanded when there is a need to instill discipline in the office.

BusinessCoach, Inc., a leading business seminar provider, conducts an excellent seminar entitled, “Human Resource Management Training. Contact (02) 727-5628, (02) 727-8860, (0915) 205-0133 or visit www.businesscoachphil.com for details.

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*Originally published by the Manila Bulletin. C-4, Sunday, August 10, 2014. Written by Ruben Anlacan, Jr. (President, BusinessCoach, Inc.) All rights reserved. May not be reproduced or copied without express written permission of the copyright holders.