Robin Rothman, Product Marketing Manager answers an inquiry from Steve Browne’s call to HR Professionals asking for posts around the theme “I’d make HR better by…”. Steve also wanted to know how we could improve HR in 2015 and beyond.
One of the scariest things HR professionals face in their career is when any outside entity challenges the employment practices they’ve either enacted at their company or have inherited as being the new HR people there. Either way, not a good time. This challenge takes on many forms, but let’s just stick with the scariest of them all—compliance issues.
No one likes an audit, and of course . . . NO ONE likes to receive formal notice he will be undergoing an audit, let alone to receive notice of a lawsuit because of some “triggering event” that occurred which prompted one. This is scary stuff for everyone involved! Believe me, I’ve been there, and I’m sure a lot of you have been there too. Again, not a good time.
HR compliance is becoming more of a formal process that affects the management and use of HR resources and assists the business in identifying information about current and potential risks. HR is also becoming more of a strategic partner to the business in identifying risks and/or threats to the organization. They are often being called upon to assist the business with its SWOT analysis.
A SWOT analysis (or sometimes referred to as the SWOT matrix) is a structured planning method used to evaluate the strengths, weaknesses, opportunities, and threats involved in a business. You’ll need to become more familiar with this term. The role of HR is evolving to become more strategic in nature. This is due to the evolving field of the HR/payroll profession. As external threats to the business continue to increase and more audits are being facilitated, HR is being called upon more to assist the business with their expertise to directly deal with these processes.
For HR 2015 and beyond, I would like to see all HR professionals learn to be more strategic by utilizing their HR systems to the fullest extent to facilitate audits appropriately and by carefully inserting themselves into those areas of the business where they will gain the most leverage. This will enable their function to be more proactive. The HR professionals should drive the SWOT analysis using their expertise. Net effect, overall business processes will meet all compliance mandates, litigation will decrease, auditors and employees will be happy, and the HR department will be viewed as a critical, proactive, strategic resource.