Except for some companies (structured, unstructured and semi-structured) who practise top-notch human resource management (HRM), many are still caught up in basic administrative duties trapped in human resource (HR) departments. Granted the human resource management profession in Nigeria is an evolving one but that is no excuse to operate at the basic level that some HR departments in organizations are voluntarily or involuntarily trapped in. The idea of basking in basic administrative duties does not trumpet the strengths of the profession. There is need to step up and operate at an optimal level in a manner that shows that HR departments are profit centers and not simply cost centers like many employers think. To proceed, we need to rethink a few current approaches and practices in HRM, some sort of re-engineering, if you will.
For starters, we need to look at this approach of merging HRM and administrative job functions. I perfectly understand the cost-effective narrative around this blend nevertheless it is important to view this from another perspective. Anyone who has juggled HRM and administrative functions can attest to how time demanding the latter is — admin-related requests come in by the truckload and this could be a huge distraction to discharging HRM duties which are more technical and strategic. So what is the way forward? Unpack these admin duties, retain few in the HR departments (if you must), spread out the rest by embedding them in user-friendly HR software applications that employees can operate. Really, we need to reduce manual admin work (the paper works particularly) that consume time and focus more on critical and strategic duties. Automate attendance and punctuality records keeping. Let a software manage employee records — employees should do more of the inputs while we (HR professionals) double-check with our administrative access for compliance and accuracy etc. This same thinking should be applied to leave management and performance management. As regards performance management, there is need to tread carefully hence I would zero in on it later for more clarity. That been said, the bottomline is to free up our tables for more strategic and robust functions.
We need to rethink the recruitment process. The fire brigade approach adopted by some organizations (especially those organizations where CEOs terminate employments of staff in the speed of light without the HR departments having a replacement plan) is ineffective. Due to the frenzy of trying to fill up vacant positions some things are left unattended to. Why not create and nurture a talent pipeline from within and outside the organization? Why not have a solid succession plan arrangement in place? These proactive approaches help you bend your energy towards critical and more strategic areas that require your attention. Furthermore, it is paramount to note that recruitment functions could also be shared with line managers by soliciting for referrals and tasking them with some headhunting activities. To the best of my knowledge, there is no rule that says the whole gamut of recruitment must be executed by HR departments. Collaboration is key and strategic in being effective in organizational matters.
Also, we need to rethink how performance management is carried out. Interestingly, this, to a large extent, is handled by line managers hence HR duties in this regard are more streamlined. A basic approach to rethinking performance management will mean moving away from manual methods (for those still caught in that mould) and embracing an automated approach that is user-friendly yet robust. Furthermore, HR departments will need to focus more on provision of proper guidance to line managers on performance management, governance of performance data as well as preparation and presentation of performance data reports to management in ways that show clear business implications — there should also be handy practical solutions on ways to address challenges thrown up by reports. As HR professionals, we must begin to dismiss the idea of monopolizing the entire performance management exercise and partner with line managers as earlier identified.
From the foregoing, it is obvious that Human Resource Management should tilt more towards strategic functions as it ought to be. The perception that HR departments are nothing but cost centres is reinforced because the strategic thrust of HRM is lost in the thick of daily activities that do not measure up as strategic in the reckoning of management boards or employers. We need to change this narrative. As mentioned in my article HRM: Thinking beyond micro issues, we need to pay more attention to global, national, industrial and organizational issues and align relevant information (financial, economic, people-related insights et cetera) with operations within our occupational and departmental space.
As HRM professionals, it is non-negotiable that we constantly (or periodically) generate people-related analytics with clear-cut business implications and recommendations on ways forward. We need to be more strategic — we must keep our eyes on the big picture. All the points raised so far point to the fact that HR departments should busy themselves more with re-engineering of work processes in their respective organizations. Some work processes in organizations regardless of how convenient are simply not optimal hence the need for re-engineering (i.e.the process of changing and/or improving the way a firm works, the way job functions are carried out etc.). Furthermore, we (HR professionals) must begin to push for a democratization of the workplace — let voices across board count. Staff just like management should have a chance in shaping the course and writing the stories of their organizations. This is empowerment. While we aim and work towards these ideals, let us remember to retain our human touch — the profession will always require that.
Jude Adigwe
Adigwe is a certified Human Resource Management (HRM) professional and an Industrial-Organizational Psychologist. He offers consultancy services on OB and HRM issues. More details can be found on his website: www.adigwejude.com
