Stop Running HR Like a Help Desk: Start Leading Like a Strategic Engine

Too many organizations still treat HR like a reactive service desk, processing forms, resolving issues, and answering questions. It’s a model built on convenience, not impact. And it’s costing us influence, innovation, and credibility.

HR is not a department.
HR is not a ticketing system.
HR is not a place you go when something breaks.

HR is a strategic engine.
And engines don’t wait to be called; they drive.

From Overwork to Overcome: HR Best Practices to Address Employee Burnout (Prt 1)

Recently, I attended a social gathering and networking event where I met a woman named Emma. I thoroughly enjoyed sitting with her and listening to her reasons for wanting to resign from her current job.

Moving Beyond Policy: HR and Accommodation Issues

In the realm of Human Resources (HR), the concept of accommodation extends beyond mere policy adherence; it embodies a commitment to inclusivity and the recognition of individual needs within the workplace. In Ontario, the legal framework surrounding accommodation is robust, shaped by various statutes and court rulings that underscore the importance of equitable treatment for all employees. This content delves into the practical implications of accommodation issues, highlighting notable cases and examples that illustrate the challenges and responsibilities faced by HR professionals.

Designing Employee Engagement Strategy with TQMS

As a certified management consultant and strategic human resources practitioner, I worked with a client to design their employee engagement strategy. The HR Director was impressed with the alignment of the strategy with the business strategy. They were particularly amazed at how I implemented the Total Quality Management System and Prosci Change Management methodology in the employee engagement initiatives. Today, I want to share the primary foundation of using TQM to design an employee engagement strategy.

Managing New Hires During Organizational Transformation

A major organizational transformation can be an exciting but challenging time for any company. It often involves significant changes in processes, structure, and culture. During such transitions, managing new hires becomes crucial to ensure smooth integration into the transformed organization.

Common Reasons for Failure in DIEB Strategies

Building a diverse, inclusive, equitable, and belonging (DIEB) workplace is a goal that many organizations strive for. However, despite good intentions, these strategies sometimes fall short of their intended impact. In this post, I want to explore three common reasons why DIEB strategies fail, using real-world examples from organizations. By understanding these pitfalls, we can learn valuable lessons and enhance our efforts to create truly inclusive workplaces.

Layoffs: The First Thing or The Last Thing To Do?

I was having a conversation with colleagues about the role of HR during company layoffs when someone turned to me and asked, "Olu, what should HR do when the business is struggling and management is considering layoffs? And what if layoffs are not the first and only option?" I have decided to share my opinion on this matter in this post and I hope you find it helpful.

3 Signs Your HR Function Needs Transformation

During a conversation with the Managing Director of an IT company, we discussed his interest in transforming his organization. He asked for my opinion on three signs that indicate the need for HR transformation. In response, I mentioned that HR transformation should be based on identified gaps, stakeholder feedback, or business results. I also highlighted three basic indicators that suggest the need for HR transformation in an organization. It's worth noting that Human Resources is a crucial component of any successful business.

How to Calculate the ROI of Employee Engagement Initiatives

I recently had the chance to lead a session on employee engagement strategies. After my presentation, some of the participants inquired about how we measure the effectiveness of employee engagement initiatives. I found this to be an intriguing question and thought of sharing it on this platform.

T&D: Investment or Expense?

In today's competitive business environment, the question of whether training and development should be viewed as an investment or an expense is a topic of ongoing debate. Many organizations struggle to balance the costs of providing comprehensive training programs with the potential long-term benefits to their employees and the company as a whole. However, looking at the practices of Fortune 500 organizations can provide valuable insights into this issue.

A Step-by-Step Approach to Crafting an Employee Well-Being Program

Ensuring the well-being of employees is not only a moral imperative but also a strategic decision that can profoundly impact an organization's success. Employee well-being programs are becoming increasingly prevalent as businesses recognize the benefits of fostering a healthy and happy workforce.

Stop Doing This As A Strategic HR Business Partner

 

As a strategic HR Business Partner (HRBP), you carry the hefty responsibility of bridging the gap between Human Resources (HR) and business strategy. This dynamic role requires a fine balance of understanding both the human element and the strategic objectives of the organization. To excel in this position, there are particular habits and behaviours that you must avoid to ensure effectiveness and contribute to the company's success. Here's a breakdown of what not to do as a strategic HRBP.

Your Next Move: Present, Future And Strategy

As HR professionals, staying ahead of the curve and understanding the evolving landscape of your field is crucial to driving organizational success. As we navigate the present, it becomes essential to envision where we want to be and develop effective strategies to get us there. Today, I want us to explore the current state of HR, discuss the future of the profession, and delve into strategies that can help HR professionals shape their organizations' path forward.

Hiring Manager or Recruiter: Who Holds the Deciding Power?

When it comes to the hiring process, two key roles play a significant role in finding the right fit for a company: the hiring manager and the recruiter. Both individuals bring their unique expertise and perspectives to identify top talent. However, understanding their distinct roles and responsibilities is crucial to comprehend who ultimately has the final say in the decision-making process. In this post, I want to discuss the roles of the hiring manager and the recruiter, highlighting their contributions, and ultimately determining who holds the deciding power.

The HR Budget Preparation: What You Must Do Before Budgeting

Budgeting is a crucial process that helps organizations allocate resources effectively, and human resources (HR) budgeting is no exception. As an HR professional, it is essential to understand the significance of thorough preparation before diving into the budgeting process. In this post, I will discuss the essential steps you must take before budgeting for HR to ensure accurate forecasting, proper resource allocation, and successful HR management.

Is HR for the People or for the Business?

Striking a Balance: Is HR for the People or for the Business?

The role of Human Resources (HR) is often the subject of debate - is it primarily focused on advocating for employees or serving the strategic needs of the business? In reality, it's not a matter of choosing one over the other, but rather finding a delicate balance that benefits both parties involved. By examining practical examples of organizations, we can shed some light on how HR can effectively align the needs of the people and the business.

Why HR Strategy Fails: Lessons from Past Organizational Mistakes

A well-crafted HR strategy plays a crucial role in ensuring the success and growth of an organization. However, numerous companies have experienced failures in implementing HR strategies that deliver the desired outcomes. Examining these failures can provide valuable insights into the common pitfalls organizations must avoid. In this post, we will explore some illustrative examples from the past to understand why HR strategies fail.

What is the Future of HR in Canada Today?

Human Resources (HR) plays a vital role in any organization, and its importance continues to grow in the Canadian business landscape. As the world undergoes rapid technological advancements and shifting work dynamics, HR professionals in Canada are embracing new strategies to ensure their organizations remain competitive and adapt to the changing needs of employees in the workforce. In this post, we will explore the future of HR in Canada, focusing on the trends and challenges shaping the field and the strategies that HR professionals are employing to enhance employee experience and leverage technology.

The Talent War is Not a War, It's a Competition

In today's competitive job market, companies are constantly vying for top talent to drive their success. The term "talent war" often gets thrown around, implying a cutthroat battle between businesses to recruit and retain the best employees. However, I believe that this perception is flawed. The talent search should be viewed as a healthy competition rather than a war. In this post, we will explore why shifting our mindset in this way can lead to more positive outcomes for both employers and job seekers.

Will Anonymous Job Applications End Hiring Discrimination?

Welcome to Ottawa HR Corner, where we delve into the latest trends in human resources and tackle important topics concerning the job market in Canada. In today's post, we aim to explore the concept of anonymous job applications and the potential impact they might have on reducing hiring discrimination in the country.