Over at HRVoice.org, David Creelman recently posted on the role that HR needs to play in creating or maintaining an organization’s status as “good company.”
He describes 3 primary tasks for HR:
- Safeguarding the employment brand – making sure that the company has a good reputation. Otherwise, it will become progressively more difficult to attract and retain good talent.
- Take personal responsibility for the “good employer” component of good company status. Persuade management that treating people well matters – and don’t stop trying even if not successful right away.
- Ensure that the company’s culture and reward system are pointed toward the right behavior – being a good seller and good steward. If not, then HR needs to be part of the solution.
We agree with each of the above, and rather happily observe that they also effectively point out some of the many ways that all three elements of good company – employer, seller, and steward – are intrinsically inter-connected.
And just as it’s possible to identify concrete roles for the HR function that can positively affect all three elements, it’s similarly possible for multiple other key areas in an organization – CFO, CEO, Sales, Customer Service, etc.