I had been on the job search for a little while, and I was very thrilled when I received a request to come in and interview for a manufacturing operation that produced rubber molds and other rubber pieces.
This was going to be my first big HR role, and I was really nervous. Fast forward to the interview session, and I was feeling a little more confident. Everything was going well, but then the president of the company threw me a curve ball.
He asked, “Why do you think our capital costs have risen so much in the last few years?”
So I thought about it for a minute. Then I responded, “Well, it’s not like rubber grows on trees.”
He gave me a strange look and proceeded to tell me that yes, indeed, rubber does grow on trees.
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When I heard that story from a reader a while back, I had to laugh. And in case you’re wondering, yes, she still got the job. The point here is that the core piece of understanding how to create HR strategy is by understanding the business and how it operates. (And it also shows just how much of a role we can play as the CEO’s most trusted advisor.)
The lady who sent me the story realized that she had a gap in the basic understanding of the business, its resources, and how it operated. To remedy that, she proceeded to learn what she could about strategy and business in general, but also about the organization itself. That blend of learning put her in the driver’s seat when it came to creating a forward-looking HR strategy.
I find it very interesting that strategic HRÂ is one of those things that seems to be well known for some and a mystery to others. It’s probably why more than 6 in 10 companies have no HR strategy in place. I did some research last year and found that there were dozens of sessions at the Annual SHRM Conference that mentioned “strategy” in their name or the content description, far and away the most common word that was present in the session listings. So unless they are way off the mark (and SHRM knows its audience), there are a lot of people looking for information on the topic. I hope this funny story helps to illustrate for you just what you need to know in order to support your own organization.
Do you have a story about how your lack of understanding of the business created an opportunity to learn more and build a stronger partnership between the business and its HR resources?
