January was a lazy month and I did not reach my goals. I did not add too much of a new content and I will have to speed my effort to keep on the track to reach my goals by December (you know it, you have always time to reach the defined goals for the whole year).

But, I did not miss all the goals for the January. The traffic is growing, not dramatically, but it is growing and the final goal can be reached, when I will work with the HR keywords smartly.

Some HR Keywords start to deliver the significant traffic:

• HR Strategy
• HR Administrative Expert
• HR Business Partnering
• David Ulrich

The goals for February should stay relaxed as one missing month will mean a decrease in the traffic growth, if there is not generally extremely successful page, which will attract a lot of search results.

The goals for February are:

1. Finish the description of the HR Model by David Ulrich
2. Send first HR Newsletter (the goal was achieved in January)
3. Increase the number of pictures and graphs on the site

Let’s see how it goes.

The HR strategic role is about provoking the positive changes in the organization, as the organization does not become an old and mature organization, which just keeps controlling its market share and does not innovate its products and internal procedures. The positive change is about keeping the organization healthy and focused on its main goals, the implementation of the strategy and the vision of the company.

The HR has the role of the Change Agent, which is about playing the positive role in the change management and finding the potential to change in the organization. The HR employees should be positive about the upcoming changes, they should find the benefits provided by the change and they have to communicate the benefits to the organization.

On the other hand, the HR employees have to understand to worries of the employees and they have to provide them with the useful help and advice, as they do not feel lost in the change process. It is extremely difficult as this role needs a lot of trust of employees and the trust is not gained automatically.

The HR is the supporting unit and it has to support the changes in the company, as the company does not start to stagnate. The role of HR in the changes is about recognizing the healthy level of changes, which can be accepted by the majority of employees and eliminating the potential damages to the organization. Each change results in some damages and HR has to play the role of identifying the key groups of employees affected by the change and proposing and implementing a special plan for those group to keep them happy.

The good and exciting HR Strategy has a strong impact on the motivation of the employees of Human Resources. They feel, they have to design and implement extremely important HR Processes and HR Procedures, which will help to build the successful company.

The HR Strategy brings the unifying idea to the group of people and it helps to make them a working and efficient team. The HR Strategy helps to explain to the individual people their new role within the team and how important they are for the common success. The people can feel inspired and they want to work hard to produce the best results, as they want to become the part of the successful team.

The design of the HR Strategy is the unique moment for the leader of Human Resources as the leader has the chance to test his or her HR Managers in their commitment to the new strategy and their inspiring role in the teams. The managers will explain the details of the HR Strategy and they will guide the employees on their way to develop new HR Processes and helping them to overcome the problems on the way.

The HR Strategy is not a piece of the paper, the HR Strategy has to be realistic and it has to set the realistic expectations of employees as they can feel their skills and competencies will be pushed to the limits, but they have a chance to reach the goals and to satisfy the managers. The employees usually work for their manager as they feel the manager inspiring and supporting their needs.

The HR Strategy development and the communication of the HR Strategy is the unique moment for the HR leader to unify the team among several simple HR ideas, which will drive the whole effort of Human Resources in coming several years. Do not miss this opportunity to build one HR team. Not the HR Group.

The HR department can contribute to the successful overcome of the recession more it can feel its contribution in the beginning. The HR has to move from the social help department to the department managing the productivity of the human capital in the organization.

The productivity increase is an important component in the fight with the recession. The organization has to keep the cost decreasing as it cannot be sure about the growth of the sales revenues and it has to keep the prices of the products and services competitive enough. The costs are the key to the success in the beginning of the recession and in the beginning of the new growth era.

The HR has to become the part of the task force to keep the productivity growing in the organization as the organization can successfully compete with the competitors and it can increase its market share on the shrinking market and it can keep its revenues and margins.

The productivity has to be increased carefully and the task force has to select the initiatives, which will bring innovative services and products and the processes, which can be avoided as the company keeps the productivity growing.

The increase of the productivity is not about the decrease of FTEs, it is about smart usage of the potential of the employees, accelerating the innovative effort and explaining the most important aspects to stay successful and become even better.

The HR has many tools to become the part of the task force focusing on the measurement of the productivity of the organization. It has data about employees, their salaries and the benefits provided to them. The HR can play in many models about the costs development and simulating the impact of many decisions on the business of the organization. Go for it, HR.

The FTEs are a crucial for the organization. The FTE Plan is one of the major HR Management tools as the managers have to follow the plan, it sets the limits and it allows to Human Resources and Finance to manage the personnel expenses costs.

The allocation of the FTEs is extremely important as the it can limit the business in its growth or it can lead to many inefficiencies in the organization. The FTEs are not easily transferable from one manager to another, the managers fight for the FTEs, which are allocated to their units.

The HR usually tries to become smarter and to introduce innovative approaches into the dynamic FTE allocations as the managers are incentived to transfer their empty FTEs to the common pool as the strategic parts of the business can continue in their growth. It can work for some time, but the managers know the rules of the FTE game and they are extremely smart in hiding the inefficiencies.

The HR has to find new incentives for the managers to unhide their FTE reserves. They have many reserves, but the HR Department does not know about them. The incentive allows to Human Resources to discover such reserves and to transfer them to different departments.

The right allocation of the FTEs does not exist, the smart managers are always smarter than HR Policies and they know, how to hide their reserves and how to look hardly managing the daily operation with the allocated HR resources.

The managers in Human Resources are expected to be excellent people managers by the other managers in the organization. They understand the human resources issues and they can explain the detail of the real secrets working with the human capital. Generally, they are not that good people managers, they can present the HR Processes excellently.

The HR Managers usually forget to keep the same HR Procedures running for their employees. The employees in Human Resources can have no goals given as they are expected to know, what they should do and how they should develop the organization.

The HR Employees have a dilemma. The managers speak about the right people management, how they should develop their subordinates and how they should plan their careers and they the reality inside Human Resources. The promotions are not programmed, they are a bit chaotic, the managers change the priorities and the long term goals are not followed after the first review of the HR Yearly Plan.

The employees see the difference in the wording and the real actions taken. They see the internal mess and they can start feeling frustrated.

The HR Manager’s Qualities are about the aligning of the words and actions. The HR Manager has to start to work with his or her team. The team has to see the actions based on the words.

The HR Strategy should not be a one-man show.  The HR Strategy has to be teamwork and it has to bring a huge consensus in the whole Human Resources team. The HR Strategy is not a dream of a one man, it is a shared vision among all the team members, with many advocates among the HR employees.

The HR Strategy development is a good chance to bring some fun into HR daily job. The employees are pushed to think out of the box and they have to bring new fresh ideas.

The design of the HR Strategy is about the clever brainstorming and collecting the ideas from the employees and making them to prioritize their own ideas, as they have to set the organization, they would love to work for. They would love to work for; it is not they would like to work for.

The HR Strategy has to be fun to develop, the employees have to feel, their ideas are included in the final document and they have to find their place in the implementation phase of the HR Strategy, which is not such fun, but it challenging and ask the employees to deliver more for the HR Function.

The employees have to be encouraged to bring the proposals to the HR Strategy as each accepted proposal increases the acceptance level of the HR Strategy and the employees will love to work on the implementation.

The HR Strategy has to be born in tough discussions, as the discussions will bring the buy-in of the HR employees. As  they have to implement the HR Strategy, their buy-in is an extremely important success factor.

The HR Professionals have to redesign their HR Strategies as the New Reality Era has new challenges for Human Resources. It is not just the case for the Western World, but China and India will be the next HR Challenge. Soon. The next challenge is in the right HR Strategy for the successful and slim global organization. The world changes quickly and the behavior of employees will follow the trend. Each HR Professional tries to find the simple HR Strategy Model to copy and paste.

The HR Strategy cannot be simply transferred across the organization. The HR Strategy Model is not sexy and sounds boring to the target audiences in the company, when it is not made for it. The managers and employees do not recognize their stories in the HR Strategy and they refuse to believe such strategy, as they have no benefits from it.

The HR Strategy has to answer the most painful questions of the organization as the managers can accept the HR Strategy as the basic document for the development of Human Resources in the company. The HR Strategy Model from the internet (or the general HR Strategy Document) can be used as the inspiration, but it is not the solution. Trust me.

It is a simple question, but the HR Strategy is usually not aligned with the business strategy or any other strategies in the organization. The HR declares, the HR Strategy supports the business, but there is no other alignment with the business strategy. It is a program of the employee care, but it is not the HR Strategy.

The HR Strategy aligned with the business strategy is about the growth of the business, increasing the performance of the employees and keeping the costs under a control. The HR Strategy aligned with the business strategy is not much about the employee satisfaction and benefits provided to the population as they are not the strategic goals, but they are tools to reach the goals important for the whole organization.

The process of the alignment of the HR Strategy with the business strategy is about going deeper and finding the real root components of the successful human capital management in the organization. The HR Managers have to identify the real goals of the business, the business way how to reach the goals and the real needs of the business from Human Resources. The HR tends to take care of employees, but it is not what the business asks for usually.

The HR Strategy alignment with the business strategy needs many discussions inside Human Resources about the real goals of the organization and how the organization will utilize its human capital to reach the goals. It is not about the employee satisfaction, it is a side effect. The HR Management has to understand, how the business wants to reach the goals and then the HR Strategy can be developed and fully aligned with the business strategy.

The aligned HR Strategy misses the nice words about the retention, the employee satisfaction and other nice HR initiatives. These are the tools, the real business goals are different. The HR Strategy has to respect it.

The managers have to work carefully with the motivation. They usually lack this skill and competency and they have to be mentored by Human Resources.  It is the role of Human Resources to advice the managers how to carefully motivate their employees and how to keep them motivated in the long term view.

The managers have to understand the member of the teams and they have to know the individual motivators for the employees. Each employee is unique and there is no motivation tool, which can work for all of him or her. The manager has to find a good proportion of different motivational tools to keep the whole team happy. The team can be easily de-motivated by the over usage of a particular motivational tool.

The role of HR in the motivation is about the discussion with the manager about the wide range of the motivational tools to be used in the team and their right timing. The motivation has to be used carefully and the motivation has to bring a constant performance of the employees and it needs a clever usage by the manager.

The HR Professional has to lead the manager during the selection of the right motivational tools to be selected for the team. The HR Professionals should be skilled and trained in the motivation theories as they can discuss the theoretical background and they can advice the manager in the selection.

The managers are sometimes nervous as they believe, they do not motivate enough the employees. But the employees do not need much, they just need to know, they are fully recognized by the manager, which motivates the employees most.