Title: HR on Purpose: Developing a Deliberate and Purposeful Path to Your HR Career
Author: Steve Browne
Published: 2017
Category: HR Technology

Summary

Introduction: HR with a Purpose

Steve Browne’s HR on Purpose seeks to redefine the traditional view of Human Resources (HR) by emphasizing an intentional, people-first approach. Browne advocates for HR professionals to be deliberate and purposeful in shaping their careers and the impact they have within organizations. He contends that HR should shift from being mere administrators to becoming dynamic leaders who drive organizational success through strategic, impactful human-centric initiatives.

Major Points and Actions

1. Embrace Being an HR Professional

Point: Browne stresses the importance of HR professionals embracing their roles with pride and positivity. He suggests that rather than seeing HR as a mundane, compliance-driven function, HR practitioners should see themselves as stewards of the people and culture of their organizations.

Action: Celebrate HR accomplishments visibly within the organization. For example, share stories of how HR initiatives have positively impacted employees or enhanced company culture through newsletters or town hall meetings.

2. Build Genuine Relationships

Point: Building genuine, authentic relationships is highlighted as a critical aspect of effective HR. Browne argues that true connections built on trust can greatly enhance HR effectiveness and organizational culture.

Action: Initiate regular ‘coffee talks’ with employees across various departments to understand their roles, challenges, and suggestions. This helps in building rapport and trust between HR and other employees.

3. Understand HR is About People, Not Processes

Point: Browne emphasizes that HR should focus more on people rather than just processes and paperwork. While administration is important, the core of HR’s value lies in understanding and meeting the needs of employees.

Action: Conduct regular employee satisfaction surveys and act on the feedback promptly. This not only makes employees feel heard but also aligns HR actions with actual employee needs.

4. Be Proactive, Not Reactive

Point: The author advises HR professionals to adopt a proactive approach rather than merely reacting to issues as they arise. This includes anticipating challenges, needs, and opportunities within the workforce.

Action: Develop a strategic HR plan that anticipates future workforce needs, trends, and potential issues. Regularly update and assess this plan to stay ahead of the curve.

5. Embrace HR Technology

Point: Browne illustrates the transformative power of HR technology in streamlining processes and enhancing the employee experience. He encourages HR professionals to adopt and integrate technology thoughtfully.

Action: Implement an HR information system (HRIS) to automate routine tasks such as payroll, leave management, and performance appraisals. This allows HR to focus on more strategic and people-centric activities.

6. Develop a People-First Culture

Point: Cultivating a people-first culture is essential for organizational success. Browne believes that when employees feel valued and engaged, they are more likely to be productive and loyal.

Action: Introduce initiatives like employee recognition programs, flexible working hours, and professional development opportunities to foster a supportive and engaging workplace.

7. Be Outwardly Positive

Point: Maintaining a positive attitude is crucial. Browne asserts that HR professionals should embody positivity to influence the broader organizational climate positively.

Action: Lead by example. Display positivity in all interactions, provide constructive feedback, and recognize the efforts of team members promptly.

8. Be Practically Strategic

Point: Browne introduces the concept of being ‘practically strategic’. This means blending strategic thinking with practical, actionable steps that align with organizational goals.

Action: Identify key strategic initiatives and break them down into manageable actions. For instance, if the goal is to improve employee retention, actionable steps could include enhancing onboarding processes and creating tailored development programs.

9. Advocate for Diversity and Inclusion

Point: Diversity and inclusion (D&I) are vital for fostering innovation and creating a more dynamic workforce. Browne argues that HR must lead the charge in advocating for and implementing D&I initiatives.

Action: Establish a diversity council within the organization to drive D&I initiatives. Promote and participate in diversity training programs and ensure diverse representation in hiring and promotions.

10. Continuously Learn and Grow

Point: Continuous learning is essential for HR professionals to stay relevant and efficient. Browne stresses the importance of personal and professional development.

Action: Enroll in HR certification programs or attend HR seminars and webinars. Stay updated with the latest HR trends and technologies by subscribing to relevant publications and joining professional HR associations.

11. Communicate Effectively

Point: Effective communication is foundational to successful HR practices. Clear, honest, and transparent communication strengthens trust and collaboration within the organization.

Action: Hold regular town hall meetings to address employee concerns and communicate company policies and changes. Use multiple communication channels to ensure the message reaches all employees.

12. Be a Cultural Architect

Point: HR has the unique opportunity to shape and influence organizational culture. Browne encourages HR practitioners to take active steps in building a positive and inclusive organizational culture.

Action: Create a cross-functional culture team to periodically assess and enhance the organizational culture. Conduct workshops and team-building activities to reinforce the desired cultural attributes.

13. Focus on Employee Well-being

Point: Employee well-being should be a priority. Browne argues that caring for employees’ mental, physical, and emotional health leads to a more engaged and productive workforce.

Action: Introduce wellness programs such as gym memberships, mental health days, and on-site counseling services. Regularly communicate the importance of well-being and the resources available to employees.

14. Foster Collaboration

Point: Collaboration is key to innovation and problem-solving. HR should foster a culture of collaboration within the organization.

Action: Implement collaborative tools such as project management software that facilitates teamwork and communication. Encourage cross-departmental projects and team-building exercises.

15. Measure Impact

Point: Measuring the impact of HR initiatives is essential to understand their effectiveness and to justify HR’s role in the organization.

Action: Use key performance indicators (KPIs) to measure the success of HR initiatives. For example, track metrics like employee retention rates, engagement scores, and time-to-hire to assess the impact.

16. Be an Influencer

Point: HR professionals should strive to be influencers within the organization, shaping policies and procedures that align with healthy organizational principles.

Action: Position HR as a strategic partner in business decisions by regularly attending leadership meetings and presenting data-driven insights that can influence decision-making.

17. Personal Accountability

Point: Browne underscores the necessity for personal accountability in HR practice. Accepting responsibility for successes and failures alike is crucial for professional growth.

Action: Foster a culture of accountability within the HR department by setting clear goals and regularly reviewing performance against these goals.

18. Share HR Stories

Point: Sharing success stories and lessons learned from HR practices can inspire and educate others within the organization.

Action: Create a quarterly HR newsletter that features stories of effective HR interventions and their positive outcomes. Encourage employees to share their stories as well.

Conclusion: HR on Purpose

In HR on Purpose, Steve Browne offers a comprehensive guide for HR professionals seeking to transform their roles from administrative to strategic, people-centric functions. By advocating for a deliberate and purposeful approach to HR, Browne equips readers with practical strategies and actions that can be implemented to create a more engaged, productive, and positive workforce. With an emphasis on continuous learning, intentional relationship-building, and strategic action, Browne’s insights provide a valuable blueprint for any HR professional aiming to make a meaningful impact within their organization.