Adopting Marketing Practices in HR

How would marketing professional address HR challenges and problems?

Using marketing practices and principles, marketing professionals would set the following priorities in the HR department:
• Continually track shifts in the external environment, learn quickly, and then adapt HR strategy to the changing business world.
• Develop an employer brand identity.
• Target the message and develop creative slogans and memorable job advertisements.
• Segment employees based on performance (high versus low performers) and management level.
• Give high priority business units, programs, or high potentials special treatment.
• Differentiate the retention strategy and avoid running with the “herd”.
• Stay in touch with employees and managers without being viewed as a pest.
• Collect employee data (e.g. surveys, polls) and analyze what employees think.
• Build better tools to enable efficient and effective communication between employees and HR.
• Do not focus on the HR program but instead concentrate on its benefits - how the HR program can benefit the business?
• Solicit feedback at the end of each HR program–can you improve anywhere?
• Measure the effectiveness and return on investment of the recruitment campaigns, training interventions, any other HR initiatives.
• Ensure that all managers, management systems, measures and rewards work together "in unison".
• Communicate to others in dollars, the universal business language.

Addressing HR using a marketing/sales perspective can strengthen organizational learning and bring forth synergies.