Discussion: View Thread

I have watched the leadership vs Management debate and I agree with some and
disagree with others, it is good stuff. However can I throw a curly one at
you. It comes from something Rick said about Universities teaching
leadership or was it exhibiting leadership. The question is, as part of a
universities management team how do you add value to the HR function and how
do you go about measuring it so you know you are improving.

I look forward to your replys
Thanks

Reg Bond
USQ
bondr@po.usq.edu.au

Reg Bond wrote:.... The question is, as part of a
>universities management team how do you add value to the HR function and
how do you go about measuring it so you know you are improving.

One of the simplest ways I know is to survey all HR clients: employees,
managers, senior managers, unions, employee representatives, etc. and find
out what they think about the service they are getting from their HR shop.
Clients are usually very honest when asked and will tell you everything you
need to know. A lot of organizations say they care about client service,
but do not seem to realize that you cannot get excellent external client
service without providing excellent internal client service. An initial
benchmark survey can be followed up with periodic focus group discussions or
annual surveys. Indirect approaches include labour climate survey
instruments which can give you the same information, but from a different
perspective. As you can tell, you've hit on my favourite subject!
Amery Boyer
5688 North Street
HALIFAX NS B3K 1N4
Tel: 429-9217
Fax: 429-9217
e-mail: amery@fox.nstn.ca
homepage: http://fox.nstn.ca/~amery