4 elements of a minimalistic HR

Assume you are new in an HR job. The contours of the strategic plan are there. As always the key element is growth. By growing the existing clients. By capturing some new markets. By cleverly adding services or products to the portfolio. The E-commerce division will have to grow. Sharing knowledge and capabilities is key. Leadership needs to be strengthened. Internal entrepreneurs are scarce. Etc.
Your assignment: divide 100 points over maximum 5 HR interventions you will start. The sheet is clean. HR services have been outsourced some time ago, no worry. What is your choice? How will you implement a minimalistic HR?
I will share my choice of today. Tomorrow can be different.

1. Hire some new people

I would reserve 50 points to hire some new people in critical areas. The most effective HR intervention is still the recruitment of new people. Maybe I will need more than three months to determine where, but often you do not need that much time. Part of the 50 points will be needed to stimulate existing jobholders to move on. 

2. Appoint an organisational curator

The organisational curator is a new role. A free agent in the organisation. A connector, who travels, talks and connects. Who has the freedom to start small experiments to improve the organisation. 15 points for the curator and 15 points to fuel the experiments. Pay back time will be quick.

3. Install and push a collaboration tool (Yammer, Google+)

The power of a collaboration tool cannot be underestimated. Implementation will take some time, but when the use catches on a lot of unused potential can be released. 10 points, I hope it is enough!

4. Design and install a rigorous selection process

An A-level employee can be 5-10 times as productive as an average employee. Investments in selection are earned back very quickly. My last 10 points go here. The question is what to look for. Making extensive job- and competency profiles does not make sense. Intelligence is still a good predictor. In addition I would look for a way to measure the value fit and the cooperation capabilities.

Would like to hear how you divide your 100 points.


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