The Human Resources Officer – Tips for Maximizing Your Impact

OVERVIEW

As a human resources professional you are accountable in many ways for helping managers do their work better. The overall engagement of employees in organizations is driven by the manager experience. Do you understand what the main drivers are of manager effectiveness? Do you understand the underlying human systems that will make or break team performance?

The role of HR is often not well appreciated. It is seen as a service provider. And often as a service provider that is not timely, and often that enforces “rules” that get in the way of what a manager wants to do.

WHY SHOULD YOU ATTEND

Human Resources plays a key role in shaping organizational performance. HR professionals know better than most how our current systems are failing us. Increasing the effectiveness of managers is key and can make a significant difference in organizational performance. Working with managers to ensure people are appropriately assigned to positions and capable of doing the work is a step in the right direction, but it’s not enough. How HR helps to increase productivity and profitability and what other steps can HR take to increase managerial effectiveness and further organizational performance?

In almost every organization, Human Resources has an accountability for an important component of performance: providing the tools by which performance feedback is provided from managers to their direct reports. While there are many aspects of performance management that can be improved, having a performance management system in place in organizations is critical.

The head of human resources, and human resources professionals can play a much more fundamental role. HR teams can be champions for effectiveness, helping managers more efficiently achieve objectives that are consistent with achieving the organization’s strategy. HR can ensure that systems are in place to ensure that managers are delegating within an accountability and authority framework. Position descriptions, for example, are underused. They are often only “dusted off” when it’s time to hire someone into the position. Used properly, they can help managers more accurately define accountabilities and create a crucial dialogue between the manager and subordinate managers about the nature of work that needs to get done.

For example, performance management systems define priorities in many organizations. By shifting thinking from appraisal to operational effectiveness, HR can help others within the organization become more productive. The current performance appraisal systems that are in place in most organizations have come a long way in terms of trying to link more specific objectives. Nevertheless, many of those objectives are short-term and not related in a distinct and transparent way back to the organization’s strategy. In the absence of a clear, well-defined accountability and authority framework, it’s difficult to sustain an effective performance management system. This is one common reason why many managers don’t value performance management systems in the workplace.

There is increasing frustration at the management levels as managers are spending more and more of their time in the trenches and are not doing their actual managerial work. As a result, it’s very easy for them to lose sight of the main purpose behind what it is they are trying to achieve. HR strategy for business growth can have a significant impact on managerial effectiveness by helping champion more efficient and productive processes, changing the mindset from performance management to operational effectiveness and providing the right roadmap for managers to do what they do best: lead.

AREAS COVERED

In this webinar we will explore the role of the Human Resources Officer, how HR can contribute to business growth and the key things that you need to know to help managers improve performance. This is an opportunity to receive information from one of the world’s leading consultants in organizational performance. Learn how you, in your role in human resources, can make a bigger difference in the success of your company.

LEARNING OBJECTIVES

The human resources professional can come away from this webinar with an appreciation of the main factors of organizational performance. In particular, the role of managers in successfully improving employee engagement and employee productivity will be understood. Participants will then be introduced to the strategic role of human resources in organizations.

WHO WILL BENEFIT

• Human Resources Professionals
• Heads of HR

Dwight Mihalicz

Years of Experience: 25+ years

Areas of Expertise: Performance Management, Accountability in the Workplace, Leadership and Organizational Development

Using his experience as a manager, executive, and management consultant, Dwight helps heads of organizations and executives maintain the balancing act required to maximize their organizations’ performance. Using every-day language, he translates complex concepts into meaningful action that they can apply immediately. He has worked in a broad variety of organizations and situations around the world.

Dwight is the Founder and President of Effective Managers™, a management consulting firm based in Canada that provides services globally through a network of consulting firms. In 2013 Effective Managers™ partnered with the Telfer School of Management at the University of Ottawa to conduct groundbreaking research on understanding the dynamics of manager effectiveness in the workplace. The results of this work led to the development of virtual assessment tools to help heads of organizations identify root cause issues that impair top performance.  He has also developed The Effective Point of Accountability® framework that provides an organized set of clear, definable standards of managers’ performance. Numerous organizations currently use these tools to improve accountability. This leads to more focused work throughout the workplace.  It also helps to break down silos by providing clear accountability for the collaboration that enables work to flow smoothly across the organization.

Dwight earned an MBA from the University of Ottawa, where he also served as the Director of the Dean’s Advisory Board at the Telfer School of Management. In 2013, Dwight was inducted as an Honorary Member of Beta Gamma Sigma by the Telfer School of Management, the highest honor a business student can receive through an AACSB accredited university. Dwight is the Chair of the Board of the International Council of Management Consulting Institutes (ICMCI) and holds the CMC professional designation. In 2018 he was recognized as a Fellow CMC by his Institute, and is also a Fellow of the Business Excellence Institute.

An author of many papers and publications, Dwight has published The Effective CEO: The Balancing Act that Drives Sustainable Performance, a book that explores the key functions that CEO’s must execute to be successful.