Why your HR Strategy has to be unique to you

Why do we in society, generally speaking, always tend to apply a blanket approach to everything?  This is a question I ask myself frequently and I see it across so many things in life whether it be things like raising children, diets and even more controversial topics such as vaccinations.   But we do it in the workplace too!  And we have to stop!

The workplace is no different.  Every organisation is different with the biggest difference really being their organisational culture.  And every individual within each organisation is different.  This makes an interesting place.  Not only that, business vision, mission and goals are different and therefore the HR strategy to attain the vision and maximise performance and productivity is different in each organisation.  What works in one business may not work in another – because they are different, so why apply a blanket approach?

You know your business is unique so do you really want someone to treat it the same as everyone else’s?  How can you possibly get the most out of effort or an investment if a blanket approach is being used?  Where is the value in that?  And if a blanket approach isn’t applied than it can be tempting at times to implement an exciting or fun initiative or fad and that’s not right for every organisation either, it needs to be unique to the business.

Some blanket approaches or ‘fad’ for organisations and individual employees that quickly come to mind – and not that I am saying any of them are bad; throw Performance Appraisals away – because someone else did, the next thing is throwing Job Descriptions away – again because someone said to, well-being Initiatives – shouldn’t that genuinely be part of culture?  Incentives – not everyone is motivated by money and Generic safety systems, policies and contracts.

It is important for any HR Strategy to remain focused to the vision, mission, goals and values just like any other part of the business and this is YOUR HR Strategy, no one else’s.  If it doesn’t contribute to the vision then question why you are doing it.  What does help are initiatives that are required to impact the bottom line by increasing performance and productivity.

At HR Business Direction we will recommend initiatives to help you to reach your vision and maximise performance and productivity. Contact us here.

Relevant blogs: Time for Performance Appraisals; Buyer Beware – Generic WH&S

Leisa Messer BBus(HRM); GradDipIR; CAHRI; IRSQ
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
www.hrbd.com.au