A different way of looking at HR Department

Thank you for sharing that Sorina Maria. I found it really interesting and seeing the key principles explained properly, with examples, was illuminating. What was particularly interesting was that it was such an explicit part of the company culture rather than implicit.

The content was pretty much that embraced by the global company I worked for until 1st January this year (our site and brands have just been divested from the company portfolio), with the exception of the holiday "no rules", although an employee could choose to buy extra holiday, as this was one of the many optional benefits on offer.

The difference being that the principles behind the organisational culture were not made explicit as far as I am aware - it just happens.

I was wondering whether communicating the principles in that way would have helped anyone, but came to the conclusion that in our case the staff very much valued the workplace culture (staff turnover is low), but I am not certain everyone really understands the level of empowerment they have compared to some other workplaces. They certainly recognise the salary as being top of the class.

I think that working with excellent colleagues drives excellence, so having a high class recruitment policy is the start of something good. Hopefully most other things follow.

I do think that reminding managers to have the courage to wave goodbye to staff in jobs no longer needed (unless they can change jobs and do something that is useful) would be beneficial in some cases, but generally staff loyalty is rewarded by staff development, even if that is in a sideways direction rather than upwards.

Definitely great food for thought, thanks again. I want to share it with some of my colleagues as it will be really interesting to hear their thoughts and see if their perception is similar to mine.

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Alison Simmons January 6, 2014 at 11:04am

Thank you for sharing that Sorina Maria. I found it really interesting and seeing the key principles explained properly, with examples, was illuminating. What was particularly interesting was that it was such an explicit part of the company culture rather than implicit.

The content was pretty much that embraced by the global company I worked for until 1st January this year (our site and brands have just been divested from the company portfolio), with the exception of the holiday "no rules", although an employee could choose to buy extra holiday, as this was one of the many optional benefits on offer.

The difference being that the principles behind the organisational culture were not made explicit as far as I am aware - it just happens.

I was wondering whether communicating the principles in that way would have helped anyone, but came to the conclusion that in our case the staff very much valued the workplace culture (staff turnover is low), but I am not certain everyone really understands the level of empowerment they have compared to some other workplaces. They certainly recognise the salary as being top of the class.

I think that working with excellent colleagues drives excellence, so having a high class recruitment policy is the start of something good. Hopefully most other things follow.

I do think that reminding managers to have the courage to wave goodbye to staff in jobs no longer needed (unless they can change jobs and do something that is useful) would be beneficial in some cases, but generally staff loyalty is rewarded by staff development, even if that is in a sideways direction rather than upwards.

Definitely great food for thought, thanks again. I want to share it with some of my colleagues as it will be really interesting to hear their thoughts and see if their perception is similar to mine.

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A different way of looking at HR Department

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