he concept of staffing your business can be a complicated, stressful situation. Hiring a competent crew who also upholds the principles of the hiring company can be incredibly difficult. While there are never-ending streams of advice, tips and tricks, many of these are overwrought and in some cases, dubious, leaving a potential human resources department with little-to-no answers when it comes to strategy.
With that in mind, it’s helpful to find a consistent, common sense approach to these kinds of tasks. Which advice should you follow? Which consultant is right? If confusion reigns when dealing with these dilemmas, perhaps a streamlined, easy-to-follow approach is in order. With that in mind, a previous set of useful guidelines — the Punk Rock Employee Handbook — has been updated for 2011.
The options, suggestions and hints, courtesy of Laurie Ruettimann, are as universal as ever, especially the “Things I expect from HR” list of tips, which we’ve reprinted for your consumption:
1. Implement a concept called ‘right first time’ in everything. If you can’t get it right the first time, don’t do it until you can get it right. Saying ‘I don’t know’ is allowed.
2. Your job is rooted in ethical behavior. The financial crisis didn’t happen in a bubble. Someone hired, onboarded, and compensated those employees who brought our financial system to the brink of collapse.
3. Speak with a strong voice of reason and know that it may get you fired. Nothing sadder than a scared HR department.
4. Have a willingness to be disliked. You’re not here to make friends.
5. Demonstrate the ability to rise above it. Not every issue is an HR issue.
6. Do whatever the opposite of ‘mission creep’ is. Just because it involves people doesn’t mean it belongs in HR.
7. Have an interest in something other than HR. Nobody likes a one-note-Johnny.
8. Why don’t you smile? It’s really not that bad. You could be in Haiti.
9. Use google. The internet is your friend and ally.
10. Have the desire to teach, to lead, and to work yourself out of a job. We both know that 90% of what you do can be done by managers and administrators. And let’s face it — you don’t want to work in HR forever.
As indicated, this is very much a common sense approach to HR, but apparently, some departments need to be reminded about the keeping it simple concept, something Ruettimann does quite nicely. Comments on the HR expectations list are incredibly supportive, with one user going as far to say:
“That is why your blog should be part of HR education at Universities.”
Granted, this is an example of perhaps excessive praise, but the fact remains, Ruettimann’s HR suggestions resonate throughout the industry. However, did her list miss something? Is there a concept that needs to be addressed more thoroughly, instead of relying on a witty list of tips?
Whatever the case, having a set of guidelines that HR departments follow isn’t the worst idea in the world. In fact, it’s one that could dramatically improve the hiring process on both ends.
SANCHITA GUPTA
3RD SEM
With that in mind, it’s helpful to find a consistent, common sense approach to these kinds of tasks. Which advice should you follow? Which consultant is right? If confusion reigns when dealing with these dilemmas, perhaps a streamlined, easy-to-follow approach is in order. With that in mind, a previous set of useful guidelines — the Punk Rock Employee Handbook — has been updated for 2011.
The options, suggestions and hints, courtesy of Laurie Ruettimann, are as universal as ever, especially the “Things I expect from HR” list of tips, which we’ve reprinted for your consumption:
1. Implement a concept called ‘right first time’ in everything. If you can’t get it right the first time, don’t do it until you can get it right. Saying ‘I don’t know’ is allowed.
2. Your job is rooted in ethical behavior. The financial crisis didn’t happen in a bubble. Someone hired, onboarded, and compensated those employees who brought our financial system to the brink of collapse.
3. Speak with a strong voice of reason and know that it may get you fired. Nothing sadder than a scared HR department.
4. Have a willingness to be disliked. You’re not here to make friends.
5. Demonstrate the ability to rise above it. Not every issue is an HR issue.
6. Do whatever the opposite of ‘mission creep’ is. Just because it involves people doesn’t mean it belongs in HR.
7. Have an interest in something other than HR. Nobody likes a one-note-Johnny.
8. Why don’t you smile? It’s really not that bad. You could be in Haiti.
9. Use google. The internet is your friend and ally.
10. Have the desire to teach, to lead, and to work yourself out of a job. We both know that 90% of what you do can be done by managers and administrators. And let’s face it — you don’t want to work in HR forever.
As indicated, this is very much a common sense approach to HR, but apparently, some departments need to be reminded about the keeping it simple concept, something Ruettimann does quite nicely. Comments on the HR expectations list are incredibly supportive, with one user going as far to say:
“That is why your blog should be part of HR education at Universities.”
Granted, this is an example of perhaps excessive praise, but the fact remains, Ruettimann’s HR suggestions resonate throughout the industry. However, did her list miss something? Is there a concept that needs to be addressed more thoroughly, instead of relying on a witty list of tips?
Whatever the case, having a set of guidelines that HR departments follow isn’t the worst idea in the world. In fact, it’s one that could dramatically improve the hiring process on both ends.
SANCHITA GUPTA
3RD SEM
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