New Intelligence

Generating intelligence through cross-departmental learning can help your HR department transition from a traditional to strategic approach.

Marketing wisdom and departmental know-how can be applied by HR departments in the following ways:
• It is less expensive to retain high performing employees than to attract new ones just like it is less expensive to keep a customer than to attract a new one
• Employees and managers just like customers do not have needs--they have problems. They do not sit down and think 'I've got a need'. Instead, they experience problems and hence seek solutions to these.
• Every employee is mildly dissatisfied with their employer just like every customer is mildly dissatisfied with a product and/or service.
• Applicants are very smart and will often wait for companies to outbid each other in hopes of receiving a higher salary just like customers are smart and will wait around for a lower price in the market.
• Failure to coordinate HR functional activities results in a lost opportunity and meager business impact just like failure to integrate multiple media in an advertisement campaign will yield poor results.
• Just like marketing, HR creates impact gradually, not immediately. Strategic HR results emerge over time, not overnight.
• Just like marketing efforts must occur continuously, treating employees as valuable assets must occur regularly and often.