Brian Allery’s Post

Human Resources - the misfortunate happenstance built out of necessity. Imagine a startup: a group of passionate entrepreneurs burning the midnight oil, laser-focused on getting their product to market. They weather the initial storm, growth accelerates, and the need for employees becomes undeniable. HR, often an afterthought, gets its marching orders: build a team and, oh yeah, "we need an employee handbook." The watershed moment! Templates are downloaded, policies implemented without a strategic plan, and HR becomes a reactive force, patching problems one by one. It's a recipe for functional dysfunction. Why? Because HR is rarely seen as a strategic partner driving business growth. Its long-term impact, the ability to attract, develop, and retain top talent, often goes unrecognized. HR gets relegated to the back office, a "cost center" focused solely on administrative tasks, completely undervaluing its role in managing the company's most valuable asset: its people. Here's the truth: a well-aligned HR function (trendy names aside) is the backbone of a successful organization. It fosters a positive employee experience, fuels exceptional performance, and directly impacts the company's bottom line. It's time to bring HR out of the shadows. Give them a voice at the leadership table.  Collaborate on strategic HR interventions that align with the company's vision. Invest in resources for HR to develop a clear roadmap for change. This transformation can be daunting. That's where partners like NAco Management come in.  NAco's proven process, outlined in the slides below, helps uncover the tremendous value HR brings to the table. Let's change the narrative.  Empower HR as a strategic partner, unleashing its potential to drive long-term success. Drop us an email, [email protected] and let's walk through the process. #HR #BusinessPartner #EmployeeExperience #Leadership #organizationalexcellence #organizationaldevelopment

𝗘𝗹𝗲𝘃𝗮𝘁𝗶𝗻𝗴 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀: 𝗛𝗼𝘄 𝗛𝗥 𝗖𝗮𝗻 𝗗𝗿𝗶𝘃𝗲 𝗬𝗼𝘂𝗿 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝘁𝗼 𝗡𝗲𝘄 𝗛𝗲𝗶𝗴𝗵𝘁𝘀 In today's dynamic business landscape, a robust HR department is not just a luxury—it's a catalyst for success. From startups to global enterprises, HR serves as the bedrock of organizational excellence, driving growth and innovation at every level. For small and medium-sized businesses, HR is that secret weapon that drives them to new heights. HR provides the crucial framework for scaling operations, nurturing talent, and fostering a culture of excellence. By implementing strategic HR practices, these companies can increase their productivity capacity, attracting top-tier talent and cultivating an environment where creativity flourishes. Large corporations, too, enjoy immense benefits from a well-oiled HR department. The HR department spearheads initiatives that keep the company at the cutting edge, from implementing state-of-the-art the art recruitment tools to designing innovative employee engagement programs. Investing in HR is not merely an operational decision—it's a strategic imperative. By empowering your HR team, you're setting the stage for unprecedented growth, cultivating a workforce that's engaged, productive, and aligned with your company's vision. So, whether you're a small business or a giant corporation, remember: that a strong HR foundation is the launchpad for your business to soar to new heights. Reach out to us today to supercharge your HR department or employees for maximum productivity. #HRInnovation #BusinessSuccess #TalentStrategy #WorkforceDevelopment #LeadershipInsights #OrganizationalExcellence #StrategicHR #CompanyCulture #EmployeeEngagement #BusinessGrowth

Why Do We Have Unrealistic Expectations from HR? 🤔 HR often finds itself in the hot seat. From shaping company culture to resolving employee conflicts, it seems like HR is expected to do it all. But here’s the question: Are we setting HR up to fail by expecting too much from them? Let’s break it down: The Reality: 1️⃣ HR as the ‘Fixer’: We often expect HR to solve problems like disengagement, retention, and productivity. But can a single department be held accountable for all of that? These are complex issues that require a holistic, company-wide approach, not just HR-driven initiatives. 2️⃣ Unclear Boundaries: HR is asked to enforce policies, manage talent acquisition, drive diversity, handle conflict resolution, and boost morale — often all at once. Expecting HR to juggle so many roles without sufficient resources or support isn’t fair. 3️⃣ Culture Is Everyone’s Responsibility: We often look to HR to "build" or "fix" company culture, but culture is shaped by leadership, actions, and every employee. It's unrealistic to expect HR to single-handedly mold an organization's culture when it's a shared responsibility. 4️⃣ Technology and Transformation: In today’s fast-changing world, HR is expected to stay ahead of trends like AI, DEI, and digital transformation. But the pressure to constantly innovate without the right tools or support sets HR up for burnout. 5️⃣ The ‘Magic Bullet’ Mentality: We sometimes treat HR like a "magic bullet" — expecting them to quickly resolve complex issues. But real change takes time and collaboration, and HR can't do it alone. The Question: Are we expecting HR to solve company-wide issues that require collective action, not just one department’s efforts? 💬 What’s your take? Are HR professionals stretched too thin? Or is it time for HR to step up and embrace these challenges? Let’s debate in the comments! 🔁 Tag an HR leader or someone in leadership who has thoughts on this! The future of HR depends on how we redefine its role in the modern workplace. #HR #HumanResources #Leadership #OrganizationalCulture #EmployeeEngagement #BusinessStrategy #HRTransformation #WorkplaceCulture #HRLeadership #FutureOfWork

What Truly Matters in HR 🤔  HR is often at the heart of shaping a company's future, but are we focusing on the right things? Let’s explore:  1️⃣ Most HR metrics measure output, not impact.   Tracking "training hours completed" is great, but does it move the needle? Focus on the outcome of these activities.  2️⃣ HR loves solutions but often skips understanding the problem.   The real value lies in asking tough questions and digging deep into the issues before jumping into fixes.  3️⃣ Best practices? Not always the best.   Innovation in HR means rethinking cookie-cutter solutions and crafting approaches tailored to your company’s unique culture and challenges.  4️⃣ Retention isn’t enough.   Good HR retains employees. Exceptional HR creates advocates who actively amplify the company culture.  5️⃣ New programs vs. ineffective ones.   HR loves creating shiny new initiatives but struggles to sunset those that don’t deliver value. Prioritize what truly matters.  6️⃣ Discomfort breeds innovation.   Many groundbreaking HR strategies made someone uncomfortable at first. Push boundaries thoughtfully!  7️⃣ People problems require people-first approaches.   Strategies might be born in boardrooms, but the real solutions happen when you talk to people.  8️⃣ The real cost isn’t failed tech; it’s hiring (or holding onto) the wrong HR talent.   Hire with intention, evaluate with honesty, and adapt when needed.  9️⃣ Reactive HR isn’t strategic HR.   Exceptional teams identify and eliminate potential problems before they even arise.  🔟 Ask the tough questions.   CEOs might not openly critique your culture or DEI efforts, but asking them directly (and listening) is key to driving meaningful change.  💡 Exceptional HR doesn’t just follow the playbook—it rewrites it. What do you think HR needs to do differently to make a real impact?  #humanresources #hrstrategy #leadershipdevelopment #employeeexperience #culturematters   #peoplefirst #workplaceinnovation #hrleadership #employeeretention #talentmanagement  #elluminati #workplacetransformation #futureofwork #hrthoughts #hrbestpractices #employeeadvocacy  

Peter Cappelli and Ranya Nehmeh recently published an article in Harvard Business Review about the importance of modern HR - and it is a MUST read. Some key takeaways: ▪️ CEOs now rank employees even higher than shareholders in importance ▪️ CEOs now rank acquiring talent as the most critical factor affecting the business But... ▪️This is not mirrored in the way organizations manage talent ▪️Companies are not doing the math on talent costs correctly As a result... ▪️Most CEO's and HR leaders have *no idea* what turnover actually costs And despite the clear desire for career development... ▪️ On average, U.S. employees only get 1/2 day of training per year. Per year! This is a problem. But it's one modern HR can help fix. Luckily, the authors have laid out solid steps for HR leaders to build a business case that can be adapted to any organization. The key is to pull the data on the cost of turnover, well-being, and disengagement - and be relentless about highlighting it to the C-Suite. They also help you think about: ✅ Understanding your turnover costs. ✅ Creating a dashboard to help you quantify turnover, engagement, and wellbeing ✅ The importance of an internal talent marketplace ✅ How clear expectations improve DEI efforts and reduce workplace stress (and in return, turnover) Thank you Peter Cappelli and Ranya Nehmeh! Read/listen here: https://buff.ly/3K7FKcc Curious to see your reactions too.

If anything, I would say this article does a good job of articulating a lot of what a modern HR professional should be driving in supporting their client organizations, from crystallizing purpose to clarifying how work moves through the organization and the roles, skills, and infrastructure necessary to execute well. Then, of course, there's supporting the people and leaders in growing and performing to bring the canvas to life. Long gone are the days of HR relegated to simply managing cyclical programs, armchair therapy, and payroll administration. Rather than "how HR *can* help" this should be titled "...leveraging HR to build the organization of the future."

How do you create more value for your people, teams and business?   During my research, proofs of concept and projects of the last 20 years towards a more 'Business & People driven HRM' approach of the HR model, it has proven very valuable for both business and people.   It's about taking best practices from business and HR, with an evidence and result based view on how and which practices and processes can increase value and return on investment for all stakeholders during the complete business cycle. Integrating these into workforce capabilities across the entire organization, whilst taking the right tasks, clear responsibilities and ownership to the right place.   It's not so much about looking at what HR does or can change. It's more about intertwining HR practices and processes much further into daily business operations. In which HR evolves more towards responsibilities as a supportive facilitator. As a guide of the business strategy with an holistic helicopter view on collaboration, and helping the people and teams to reach objectives and success.   By implementing this Business & People Driven HRM model in co-creation with, and tailored to my customers' strategy and needs, we were able to deliver an annual yield equivalent of up to € 20K/FTE.   The extra value and return for the business comes combined from optimized practices and processes in areas of talent acquisition, retention, engagement, and performance. In addition, it also creates more inclusion, commitment, wellbeing, value and return for individual employees.    The HRM United approach starts with reverse engineering of expected business outcomes over workforce capabilities towards HRM processes. These are integrated into the business with specific, well-defined and outlined responsibilities between leadership and HR. It aims to simplify HRM practices, make them more logical, but also have increased agility for contemporary business, marketplace and economic challenges and changes going forward.   If you want to know more on how to create your roadmap for exponential growth, how you can support your employees and business with effective purpose, performance, and profit, do send me a DM for a personal contact… or follow me 🔔for more content. #hrmunited #hrmodel #leadership #organization #HR

HR's New Role is Shaping a Future-Focused Workplace! In a recent HBR article, an important message is highlighted-there is a business imperative to incite a transformative shift from cost cutting to employee care. Gone are the days of relentless cost cutting and outdated policies. With today's tight job market, HR's focus is on retaining talent, preventing burnout, and fostering a workplace culture that prioritizes employee well-being. ✨ Here are some of my takeaways from the article: 1️⃣ Shifting Priorities: In today's competitive landscape, HR is redefining its priorities, emphasizing the importance of taking care of workers and advocating for change in outdated policies. 2️⃣ Data-Driven Insights: HR is leveraging metrics on turnover, absenteeism, engagement, and more to demonstrate the true costs of current practices and drive informed decision-making. You can activate leaders best when they have the data to fully appreciate the context and urgency of a situation. 3️⃣ Addressing Employee Stress: Proactively addressing fears about AI and restructuring is crucial to prevent employee stress and foster a supportive work environment. I've seen the rise of mental health LOAs and I can't help but wonder if this is the new pandemic. 4️⃣ Decentralized Restructuring: Adopting a less-painful, decentralized approach to restructuring promotes organizational flexibility and employee opportunities. 5️⃣ Fostering Belonging: By ramping up DEI efforts and establishing internal labor markets, HR promotes a sense of belonging and loyalty among employees. I know many firms may fear being outspoken about their commitment to DEI, but what is the alternative? When people feel fear they do what they have always done and as a result we will get what we have always gotten- little change! Be compliant, but be committed to leaving a legacy of positive progress. 💡 The future of HR lies in its ability to champion employee well-being, drive organizational change, and create a workplace where every individual can thrive. Let's embrace this new era of HR together and pave the way for a brighter, more inclusive future! 💪🌟 #HR #FutureOfWork #EmployeeWellbeing #WorkplaceCulture #Innovation #DEI #DataDrivenHR #Transformation #Leadership #EmployeeEngagement #HRForward #AI #positivechange https://lnkd.in/dez9EDzC

Sharing a recent McKinsey & Company article that examined the ever-evolving role of the #CHRO. With new tech, trends, and focuses knocking on the doors of CHROs, they are tasked with the unique challenges of maintaining the “human” in human resources. It’s a pivotal moment for the #HR function and this is a great read to explore how #HRLeaders can stay on top of these disruptions and serve employees. I enjoyed diving into this informative piece and gaining the authors’ insights on the changes to this pivotal role! Read the article here: https://bit.ly/48EiQ6z #HRInsights #HumanResources #HRLeadership #Insights #ThoughtLeadership

✨🔹The tide has turned in #HR. Once focused on cost-cutting, today’s HR must prioritize what truly matters—our #people. Here’s how we can #lead the way: ✔Champion #Employee #Well-#Being: Shift from a cost-centric approach to fostering a supportive, people-first work environment. ✔Reveal True Costs: Use data to highlight the real #impact of #turnover and #disengagement on the organization. ✔#Modernize #Policies: Push for updated pay, training, and restructuring practices that meet the needs of today’s workforce. ✔Cultivate a #Thriving #Culture: Build a workplace where employees are valued, engaged, and motivated to excel. Let’s not just fill positions—let’s build a culture where everyone can thrive. #HumanResources #HRTransformation #EmployeeExperience #Leadership #FutureOfWork Harvard Business Review