The HR Pyramid

HR Hierarchy

This diagram of the ‘People Part’ of business illustrates the “Ruby Curran view of Human Resource Management”.

Many experts have stated that PEOPLE are the core of any business. I believe Jim Collins, Author of Good to Great, summed it up best:

Those who build great companies understand that the ultimate throttle on growth for any great company is not markets, or technology, or competition, or products. It is one thing above all others; the ability to get and keep enough of the right people. (Italics added)

Let’s be clear about my perspective on the “People Part” of business right up front. Traditionally, HR includes payroll and benefits and probably several other things. I’m not going to cover those things here.

My interest and focus for Accidental-HR is on strengthening the relationship between the owner of the small business and the employees of the small business so that the business can be all that it can be.

When a small business owner takes care of the “People Part” of business, markets, technology, competition, and products will fall into place. I’m not suggesting that you don’t need to pay any attention to the other important aspects of your business. Rather,

  • If you don’t have great people in your marketing department, your marketing efforts won’t be as successful as they could be.
  • If you don’t have great people to set up, use, and maintain your technology, that technology won’t benefit you as much as it could.
  • If you don’t have great people, your competition may be an issue. Happy, engaged, productive employees will help you wipe the floor with your competition.
  • If you don’t have great people to develop, build, service, and sell your products, you lose.

Hiring great employees, and finding them in the first place (sourcing), provide the foundation of the people part of business. When you get that foundation right, each aspect of the People Part of business as we move up the pyramid, continues to add to the strength of the business. But each of those issues also becomes less of an issue. Ideally, you’ll find that ‘termination’ at the top of the pyramid, the smallest section, becomes a non-issue. In fact, we’ll look at an approach that basically eliminates termination from your vocabulary and business practices.

If you check out my background, you’ll find that I don’t have an official degree or designation in Human Resource management. I consciously chose to not travel the university path for my training. Instead, I’ve searched out the most successful and leading edge thinkers in every aspect of the People Part of business. No formalized program could have brought together the amazing experts I’ve discovered on my educational path. It’s been a fascinating and exciting journey – one that is far from completion. The more I learn, the more I discover there is to learn.

The Accidental-HR blog and the programs I have in the works, are my way of sharing the discoveries of my continuous educational journey with small businesses.

I invite you to try out a few of the ideas and techniques you discover here.

Then please… tell me, and the other small business owners using this site, about your results. Leave a comment, ask questions, ask for suggestions, make suggestions, answer questions. Use the comment boxes at the end of each post. If you have a result that you think may be of special value to your fellow entrepreneurs, I’d love to interview you and make your experience available to others.

It occurs to me that you may be worrying at this point about giving away your ‘trade secrets’ to your competition. Here are some of my thoughts about that…

…No technique will work exactly the same for any two businesses. People are somewhat unpredictable. Even when we can predict behaviour with some degree of certainty, every workplace is different. Your cultures are different, your history is different, your management styles are different. Therefore, your results are quite likely to be at least a little different.

…You found this site on the internet. What is the likelihood that your direct local competitor will find this same site? Unless of course, you send the link to them. (I do hope that you’ll pass the link to this site on to a few people who are not your competitors :-) )

…You have far more to gain by sharing your ideas and results, and getting feedback from other small business owners, than you could ever lose.

Over time, you’ll find many articles focused on these seven areas of Human Resource Management. Be sure to keep your eye on the Resource section in the left margin of this blog.

Better yet, subscribe to receive email notification whenever I add a new post. You can do that right here…

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