Shawnee Love •
December 15, 2017
In our last few blogs, we have been speaking about how a company’s HR needs differ depending on what stage of the business lifecycle they are in. Today, we will look at the HR needed by a more mature, stable business, i.e., a business that has steady revenue, a solid customer base and is profitable. A great place to be, but these steady eddy’s have unique HR challenges too.
In this stage, a good HR resource will shift from:
|Creation of tools, policies and systems
||Refinement of the same
||Improving efficiency while reducing costs
| Compliance with regulations and rules
||Leveraging incentives and recognition to drive desired behaviours
||Retention, Training & Development and Career & Succession Planning
HR in a mature organization is also the driving force behind initiatives which ensure that innovation, adaptability, and the sense of curiousity are alive and well to prevent “mature and stable” from becoming “boring and rigid”.
The key impacts good HR support has on a mature business are:
- Refinement and synchronization of the people functions such that they work seamlessly and efficiently, and
- Stewardship of the learning such that knowledge is shared, people grow with the company, and the organization is prepared for and able to innovate and embrace opportunities.
This concludes our blog for 2017 and our blog series on HR needs for businesses at each stage in their lifecycle:
If you have anything to add, please comment.