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Bob Dylan was right 50 years ago. The last election certainly showed that- and a lot more. More than just a black man being elected president, the sweeping victory of the Democratic Party was a mandate for change. Regardless of your political persuasion, like it or lump it, the next administration, backed by a friendly congress, is going to make some changes, for better or worse.
Whither HR?
Let me say it one more time. When change comes the organizational fabric is stretched and gaps begin to appear. Gaps are opportunities for someone to step in and make a difference in the way the fabric is rewoven.
In this case the new administration will wrestle with a woeful economy, consumer confidence at all time lows, the Iraq/Afghanistan quagmire, a shameful national healthcare system and millions of boomers wanting to retire but unable to afford it. On top of it all is a national debt that has eroded the dollar and left little room to borrow to solve problems.
So what? What can HR do about it? On the one hand not much. For those in our profession who seem committed to running kindergartens rather than being business people, absolutely nothing will change except a bunch of them will lose their jobs. On the other hand the 30 percent who want to do something have in front of them an unprecedented opportunity. Which hand will you play?
The Mandates
No matter which you choose you will have to manage expenses more stringently than ever before. Already we have seen draconian strikes at cost cutting: layoffs, budget cuts and avoidance of anything new…no matter its merits.
But eventually the chokehold will loosen and there will be some room to maneuver. Prepare for that now! When things lighten up sometime this spring, you be ready to spring. Think ahead. Where can you make a valuable contribution as your company struggles out of the mud and tries to get a jump on the competition?
Remember Last Time
If you have been around more than 10 years you remember dotcom, its meteoric rise and overnight collapse. What did the company need in 2002 and 2003 as it started to recover? It needed to:
- Restock the cupboard with new talent.
- Develop new learning programs.
- Rethink pay and benefits.
All of a sudden you heard this new word engagement…what did it mean to you?
Then, planning started to come back into vogue. Coaching jumped up to support inexperienced managers at all levels. The list went on and on. Did you take advantage of it then or did you go right back to running the kindergarten?
How to Do It
There are at least two ways to respond when the chance comes. One is to wait for someone to hit you upside the head and demand action. That is a painful way, but if you haven’t been looking ahead you can expect another whack on the noggin.
A better way is to have a strategic map in your mind about where the first and best opportunities will be coming from.
Are you going to need a new:
- Workforce plan – for what capabilities?
- Staffing strategy – at what level?
- Training program – for whom?
- Pay system – to attract and incent what?
- Engagement, leadership, retention, branding?
I think you are smarter than the average bear. If you are, then act like it. Trade wishful for fruitful. Be ready when the flag drops to be off and running at full speed. Building is more fun than maintaining or tearing down.
You can learn how by downloading complimentary papers from this website’s series: Future Thought written by experts in various HR functions in several industries. You can’t beat free.
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