NOTE: The purpose of this post is to share alternative functions of Human Resources; Additionally, sharing the similar roles of industrial/organizational psychologist with HR analyst/special roles. In my experience, people are stuck in the past meanings of HR Management. HR doesn’t just deal with employee relation issues and payroll; HR has evolved into managing talent and organizational effectiveness.
Which role would your position fall under?
While reading an article on Something Different HR’s website: Spotlight Friday: An Interview with Robert Bates, Digital Communications and Finance Professional by Rory Trotter Jr., I was intrigued by the accomplishments Robert Bates has had in his personal life and professional career. I connected with his drive and focus on chasing employment opportunities that he was passionate about. During the interview, Robert asked a question sparking my thought process about the type of job HR professionals & Industrial/Organizational Psychologist could be categorized under (according to Lou Adler’s categorizes). The question was as follows:
Jobs guru Lou Adler says There Are Only Four Jobs in the World (producers, improvers, builders, and thinkers). Which type of job are you in?
As an aspiring Human Resources Analyst with Industrial/Organizational Psychology training, my role in a company would fall under all four categories!
The Thinker – Critical and innovative thinking are vital in the development and maintenance of people strategies. Creating unique initiatives which attract, support, motivate, and retain the organization’s talent. Providing relatively quick solutions to business problems such as high turnover rates, low performance/productivity, merger management, etc. Keeping in mind system theory when dealing with organizational processes and manage change effectively.
The Builder – Constructing an work environment, culture, and organizational structure which supports the goals and objectives of the organizational. Putting in place an open floor format to encourage collaboration and a organization “university” to promote continuous learning. Building programs that will function efficiently to increase the organization’s bottom line. For example, an on-boarding program that will build a strong rapport between the organization and the employee while decreasing the length of time between time of hire and time to full productivity.
The Improver – Organizational effectiveness requires program evaluation, training & development, and acting as an internal change management consultant. Constantly seeking to improve upon processes, functions, branding, and the sustainability of the organization. After building a system or process, it can be the HR or I/O psychologist’s role to maintain the process. As you manage, you find easier ways or establish best practices for that process.
The Producer – The end result of being a thinker, builder, and improver is that you produce an organization (employees functioning as one) that is highly productive and proficient in their field; an organization with good morale providing for their stakeholders. Using knowledge management to generate documents that will keep all the wisdom/experiences learned inside the company. Generating data to give a statistical description and analysis of the organization. Effecting the lives of the employees with work/life balance initiatives and providing an environment that includes all people and encourages diversity.