The First 'P'
2. Defining Your HR Guiding Principles
Often overlooked, the 'Philosophy' P forms the bedrock upon which all other HR practices are built. It's about articulating your organization's core beliefs and values regarding how employees should be treated and managed. What principles guide your decisions about hiring, development, compensation, and employee relations? Is your philosophy based on empowerment, collaboration, or perhaps a more traditional hierarchical approach?
This philosophy shouldn't just be some lofty statement hanging on the wall. It needs to be lived and breathed throughout the organization. It needs to be evident in the daily interactions, the policies, and the overall culture. For instance, if your philosophy emphasizes employee growth, your training programs and performance management systems should reflect that. If you believe in transparency, your communication practices should be open and honest.
A well-defined philosophy acts as a compass, guiding HR decisions and ensuring consistency across the board. It also helps to attract and retain employees who share those values. After all, people want to work for companies that align with their own beliefs. If your philosophy emphasizes work-life balance, you're more likely to attract employees who value flexibility and personal time.
Think of your HR philosophy as your organization's ethical code when it comes to people. It's the silent agreement you make with your employees, promising to treat them with respect, fairness, and dignity. Get this one right, and you'll create a foundation of trust and mutual respect, which is essential for long-term success. A well-articulated and lived philosophy will resonate far beyond the HR department, influencing the entire organization's culture and reputation.
