Human Resources
Your Organization’s Most Important Asset
La Piana Consulting can help your organization find Human Resources (HR) Solutions that fit your needs. HR systems consist of the philosophy, practices, policies, processes, and procedures that an organization needs to be safe, effective and cohesive. We will provide expert advice, proven resources and organizational knowledge to evolve the systems in an appropriate and effective manner.
Human Resources has been defined as:
The practices and policies an organization needs to carry out the people aspect of its mission, and to maintain effectiveness, cohesion and safety. The HR function articulates roles, relationships, boundaries, and expectations within the organization.
- Roles: Roles are both formal and informal. This is beyond the job you do - it consists of the power and authority an individual holds. Roles are both transformative and generative in organizations. They have commonly understood purposes, labels and outcomes.
- Relationships: The employment relationship is complex because it includes dealing with legal, practical, managerial and organizational expectations.
- Expectations: Expectations are a combination of the articulated rights and responsibilities of both the employer and employee.
- Boundaries: Boundaries are necessary for individuals and organizations. They define limits, endings and beginnings.
For the HR practitioner, often challenged by high stress environments, limited resources, and complex organizational structures, self-knowledge must be in place before the blocks of competence can be built upon one another.
Transactional HR – These functions include the baseline paperwork functions of payroll, new hire documentation, benefits, file[DW14] management and transition documentation. The key focus is risk management.
Managerial HR – Built up from the transactional. these functions include employee relations, management development, training, organizational orientation and focus on enhancing the skills and knowledge required in the employment relationship. The key focus of managerial HR is competence.
Strategic HR – Strategic HR is about linkage. It connects the multiple functions and silos of an organization and increases cohesion and effectiveness. It is mostly about vision/mission and influencing overall organizational function. The key focus of strategic HR is connection.
