Best HR Management Articles, week 34

Next week, the summer will start turning to the Fall (sure, the real Autumn begins on September 21st). Yeah, another week of 2016 is over. Once again, Human Resources will enter its high season. Everyone starts to think about getting back to the office. We have to think about goals and objectives again. The fall is always about catching things, projects and initiatives to be eligible for the bonus. So, there is no article about goal setting and rewards management. They will come later because the modern business requires innovative thinking and ideas in these two critical areas. This time, my selection of the best HR Management articles is about the corporate culture, wrong promotions and how to avoid them, failing diversity initiatives in large organizations and finally – success is a matter of a positive mindset.

The talent acquisition becomes hotter and hotter topic for most HR professionals. Managers and leaders open many vacancies, and Human Resources is not able to deliver top talents. In some cases, we are not able to provide anyone. The job stays posted for weeks, and nobody applies for it. The job market changes dramatically again. We usually do not understand what job applicants look for. That is the reason why I start with the recruitment and staffing issues.

What the modern job applicant looks for …

As the excellent recruitment strategy in the war for talents becomes the critical success factors, more organizations start to ask job applicants what are the essential information required to make an affirmative decision about the business. They just do not ask relevant facts and data about the organization. They want to see the company serving local communities.

Each HR professional has a different view what is critical to job applicants. You will always discover many various topics, and each business function prefers other benefits. However, everyone shares one – it is the corporate culture. We know that some companies enjoy better internal atmosphere than direct and indirect competitors. They have the advantage because employees like them. The recruitment and staffing procedures have to advertise the positives of the company. Processes must clearly state what are the fundamental values of the potential employer.

Best HR Management Articles, w34
Best HR Management Articles, w34

Human Resources has to ask all applicants what were the key reasons to apply for the role. Most candidates will talk about the need for a change in their lives. However, after a while, they will start talking about the corporate culture. They will spot what they like and what they do not value. It is a great lesson learned for HR managers.

How the wrong people get promoted …

You know the story of the guy who was great in his sales role. He was promoted to lead a small team. The results were not that perfect, but he was still one of the best. Later, he was finally promoted to become the leader of the large sales team. Moreover, he just failed in the role. We always keep promoting the wrong people.

We always expect that the expert is also a great manager and leader. Also, we always repeat this fundamental managerial mistake. However, they usually do not want to lead anyone. They want to perform and reach purely individual results. They want to achieve goals sooner than others. They do not like teamwork; they do not trust others. Human Resources usually warns the rest of the leadership team, but they have to dismiss such an employee later.

There also other reasons why the wrong people get promoted. Just read the article to find out more. It is a great story how HR managers can fail.

Corporate diversity programs do not work

A diverse team always brings richer and more creative results. Yup, diversity translates into profits. All team members have to find the agreement, and they can improve proposals coming from different backgrounds. No large multinational corporation does not support diversity. However, results of the corporate diversity programs are disappointing.

Human Resources can protect rights of particular groups of employees, but it cannot bring a successful program without the support of the leadership team. HR has to find rich recruitment sources that bring enough candidates from targeted minorities. Everyone should understand that all performance standards are the same for each employee. No excuses.

Building diverse teams is about the full commitment of the leadership team; HR has no power to push the idea through all managerial levels. Leaders have to promote the great opportunity to enrich the strategic thinking of the organization. It is their job; Human Resources has to find the best way how to hire new employees from minorities.

Winning Companies lead with a new corporate culture mindset

This is another great article about the corporate culture – one of performance and result driven organizations. Today, you cannot hide your real values and behaviors. The successful company has to keep its promises; it has to engage and empower employees to keep innovations coming. Most organizations advertise the corporate culture they want; they do not talk about the environment they have.

Winning teams do not speak of the customer-centric internal environment; they just act. They make sure all employees understand that the client is the only source of the cash. They allow employees to make exceptions to keep customers satisfied. Moreover, they promote the importance of fair and valuable internal relationships because they build the trust. These businesses have the purpose and profits in balance. They have the story why they exist and what experience they provide to customers.

They clearly value the timely delivery of results, consistent quality and tolerate occasional failures. They are friendly to new joiners, and they provide excellent induction programs. However, they do not tolerate when any employee breaks the ground rules. All staff understands what is not tolerable in the workplace. On the other hand, they promote the positive approach.

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Best HR Management Articles, week 33

My selection of the best HR management articles is clearly focused this time. It is all about the leadership and the management style, people management approaches, performance-driven corporate culture and unlucky top performers. There is also a small bonus – why Monster failed. The summer is turning slowly into the fall. I suppose the activity of all fellow HR bloggers will increase soon, as well. The community is still very active, but I expect they all think about new creative ideas to improve their marks.

Moreover, I want to have more articles to comment. I like the first article about the image of Human Resources most. It describes the reality we enjoy. Also, it covers the future challenges all HR professionals will face. It also shows the HR roadmap how to become the valuable strategic partner.

Why we will all love new HR

I will start with the optimistic article about the future of Human Resources. It covers the leadership development in general. The HR Manager will become one of the most valuable employees shortly because all organizations will face many issues like the aging workforce, competitiveness, and millennials. Yup, even millennials will become the issue because their approach to work is not compatible with the current corporate set-up. It will become a great dilemma for all leaders.

It emphasizes the strategic planning and the necessity to include Human Resources into it. The HR professionals can bring a new perspective; they can also hear interesting insights from job applicants. They have to be the essential part of the core strategic team.

Best HR Management Articles, week 33
Best HR Management Articles, week 33

HR will have to introduce a new workforce planning procedures shortly. The competitive organization has to predict all needs in advance, and HR will have to discover the predictive analytics. Working in Human Resources will be fun, once again.

Dear Leaders: Please revisit your corporate culture

A great leader cannot exist without a friendly and honest corporate culture. Also, many best talents research the approach of the organization before they agree to join the company. Most performance-driven businesses advertise their values; they also post examples. Right now, it is time to revisit our corporate culture. We cannot do any significant changes without touching it.

It is often linked with the retention issue in the firm. Many employees leave because they cannot live values and accepted unethical behavior of others. They leave because they look for a more friendly, fair and honest environment. We usually do not see our internal environment as the unfriendly one. We have to ask employees regularly how they feel.

There is another issue – we have to mix the new corporate culture that can cover all groups of employees. It is not just about the age, race or sexual orientation. Even a small start-up business is multicultural, and we have to unlock the potential and creative of all.

So, let us start solving this leadership challenge.

Wellness is a Culture

Well-being becomes an imperative for HR leaders. We love to work, but we cannot just work. The employer has to create the environment that supports our work-life balance. It is not just about paying any fitness contribution. Well-being needs to become an essential part of our DNA.

It is also about turning line managers into real wellness champions. Employees tend to stay long at work when the manager stays. They do not want to look lazy. It is a great challenge for both because the change of behavior needs to start at a top of the business. It means that the CEO has to participate in the program. She has to sponsor it.

Wellness should not be seen as a pure benefit. It is the feature of the corporate culture. This should change how Human Resources communicates the program to employees. Being healthy and fit becomes one of the main HR roles.

People Who Create Find New Ways to Thrive.

It is a pretty short article inspired by the movie “The Wolf of Wall Street”. However, it looks at the film from the HR perspective. It does not judge any person; it clearly summarizes what happened after.

Mr. Belfort is a successful speaker who earns money by making speeches about being a successful sales guy. The market believes that he is the man who creates the value. It is clear evidence that success is not just about meeting goals. The networking is the essential success component, as well.

Each Talent Manager has to find right opportunities for the employees in the program. She has to ensure that all participants have the chance to be visible in the business. The leaders will not remember just results. They tend to remember faces.

Why Monster failed

Do you remember Monster.com? It was a large corporation, but it is pretty tiny today. It was one of the first websites specialized in job searches. It was great for connecting candidates and HR recruiters. However, those great times are over. It was bought by Randstad. LinkedIn dominates the field today because it acts as a social network.

It is a great story of a company that was once an industry leader. It was just too slow in innovations. LinkedIn came with the idea of a friendly network that is not focused purely on Human Resources. It offered to make connections. It was the beginning of the end of Monster.

All leaders should read the story to be brave enough. They have to make tough decisions that can turn their businesses to LinkedIn ones. It the winner of this battle. Even it was bought by Microsoft lately.

Best HR Management Articles, week 32

This is my selection of best HR Management articles for the week 32/2016. The summer is in the middle, and the activity of all HR bloggers get impacted by their vacations. They have other things in mind than writing articles for the HR community. However, I have chosen several ones that I have read. I found the information contained very useful for me.

This week´s selection is about BYOD policies, HR and IT relationship, aging workforce and talent analytics. They share the modern technology and innovative approaches. We usually forget to open our eyes and look into other departments to gain some inspiration. However, Human Resources cannot afford to stop its development. Feel free to be inspired.

Bring Your Own Device

BYOD policy is always about the trust and data protection. Most organizations realize significant cost savings from allowing employees to bring their own device. Most employees have better computers at home than they are provided by employers. It is usually good for the business, and it has a positive impact on employee engagement. On the other hand, many firms do not find a suitable IT solution that prevents potential data leakage. A BYOD security will be always a priority.

Best HR Management Articles, week 32
Best HR Management Articles, week 32

PayScale covers a great story about BYOD policies. It clearly states that the satisfaction of employees increases when they are allowed to use their computers at work. They do not have to think about taking two computers to holidays. They have all information at fingertips. It also risks that employees will be working seven days a week without taking any break. The organization needs to put some basic rules and principles in place – both for staff and managers.

Also, Human Resources has to propose the development of BYOD policy. All employees have to follow certain rules to ensure the data protection and data privacy. It is the same story as the social media policy. You cannot prohibit them, but you can put certain rules and recommendations in place. Most employees will follow them voluntarily.

How HR can learn from IT a lot

Both IT and Human Resources provide services to other business units in the organization. Also, there is a significant difference between those two kinds in the company. IT always like the new technology and helps other to adopt it. HR is usually seen as the administrative department that requires a signature on each piece of paper.

HR should learn from IT how to introduce new innovative processes, self-service to save headcount and new products and services. IT has no fear to begin a significant change; they understand the mess will disappear. They know how to make employees use new features and technologies.

Moreover, IT knows how to limit the interaction with end users to an absolute minimum. IT professionals always introduce self-service solutions to allow employees do most of the tasks on their own. They always choose tasks consuming the most time of dedicated skilled IT employees.

It is a great learning opportunity for the HR organization. We can improve our systems to allow employees do things on their own. We can teach managers how to produce reports from the HR software. Moreover, we can teach HR professionals how to get most of our current HR solution in place.

How to keep the business productive with the aging workforce

We know about the increasing danger of aging workforce (it is one of HR challenges), but we usually ignore it. We just try to hire the fresh blood from the job market. However, we know that young talents will be a scarce resource available on the job market. We still do not put in place policies and practices to keep the aging workforce productive and employed.

On the other hand, innovative organizations put policies in place to keep aging employees productive and happy. They are pioneers, but they build a competitive advantage we can miss in the future. They will have the experience we will start to build from the scratch.

We have still time to start with our experiments. We should learn from pioneers, follow and expand their experiences. Human Resources is the business function to demonstrate opportunities we have to explore. Go for it.

Talent Analytics as the Competitive Advantage

The predictive analytics still find its way to Human Resources. We measure many HR KPIs, but they do not look into the future. We always describe the past of the business. We do not raise any raising issues because the burning platform is hot when we notice the hot topic or issue.

The talent management is one HR functions that can act as “test-and-learn” target area. It is critical for the future of the organization. On the other hand, the leadership team can still recognize individual steps. The HR team can learn using the immediate feedback received from leaders.

The HR analytics and HR big data are the future technologies we have to start use today. Be brave and start right now. It is a great starting point to introduce the predictive talent analytics.

Mission Critical HR Goals and Objectives 2016

Human Resources enjoys great times; leaders value HR as a strategic business partner. It is the fundamental source of the sustainable competitive advantage. Most leaders listen to their HR people carefully because they bring valuable and beneficial proposals. It is a sign that the trust between leaders and HR Department grows. A company that runs great HR practices is more profitable and more attractive to top talents. Human Resources should build its future using this firm foundation. It should reflect the required changes in HR Goals and Objectives 2016.

We can divide HR Goals and Objectives 2016 into three big HR topics on our agenda:

  • Employee Engagement and Employee Empowerment;
  • Performance and Productivity;
  • HR Marketing.

Employee Engagement & Employee Empowerment as HR Goals and Objectives 2016

Employee engagement and empowerment are essential success ingredients for each business. However, we usually fail to design, develop and cultivate the environment supporting these cultural imperatives. They should not be important just in 2016. However, next year will be the challenging one. We are at the end of the growth cycle, and just the best organizations will continue growing during the coming recession. That is the reason engagement and empowerment need to be supported strongly by HR Goals and Objectives 2016.

HR Goals and Objectives 2016
HR Goals and Objectives 2016

The job market and work habits change; it is the employee market again, not the employer one. It always has always worked like that for top talents and recognized talents. However, most employees can change the job within days today. They just have to make a decision about leaving the job they have. Moreover, the employers that can build a strong relationship with employees have a lower turnover and higher productivity. This is the key reason Human Resources has to put employee engagement into HR Goals and Objectives. However, HR cannot reach this goal just by only writing engagement on the HR priority list. HR can achieve a high level of employee engagement through different activities that should act as individual HR Goals.

Diverse team bring better results because they tend to think about the solution from different angles and points of view. The team finds a solution that meets most requirements and balances features and costs. Human Resources has to support the diversity in the organization. Moreover, diverse teams are not worried to ask to be empowered. They want to protect a team decision, and they need the power to push it through all levels of the organization. It should not focus just on the number of female leaders; it has to support the diversity as such. Most employees like to work in organizations that are diverse, and all voices are equal. HR has to support various approaches and solutions across the entire business. HR has to keep the diversity as a key HR Objective 2016.

Millennials are the workforce generation that is currently coming to the job market. They demand jobs and leadership style that is different from habits of their parents. They do not like to build a long term career within one organization; they like challenging short term projects. The organization needs to adapt to offer job opportunities for this new workforce, and it has to protect its know-how. It is the another HR Goal 2016.

Performance and Productivity as HR Goals and Objectives 2016

HR as a valuable business partner recognizes the importance of productivity, performance and efficiency. It needs to continue to increase the credibility of Human Resources in the company. It has to speak the same language with other leaders. It has to calculate cost-benefit analyzes for all proposals before coming to the Board Room. It needs to increase its financial literacy. It has to become an integral part of HR Goals and Objectives 2016.

Human Resources needs to discover its ROI and how to influence it positively. Human Resources has to evaluate the efficiency of provided programs and activities for employees. It has to propose to the leadership team that procedures should be stopped and which should be widely promoted. HR ROI needs to become one of the strongest communication tools with the leadership team.

Human Resources needs to redesign the Performance Management process again. The performance appraisal does not work for Millennials and the value added of the PM process can be questioned. Most employees do not gain any benefits from the procedure; Human Resources needs to revive the process to make it useful and act as the engagement tool. Employees like challenging goals, but they should not be rewarded as they meet them. It limits taking healthy risks; no one likes to risk when the bonus is on a stake. They should innovate without risking the comfort of their families.

The innovation management is still a painful process in most organizations that has a significant impact on future profits of the business. They are seen the as the key of the company growth. However, most companies do not support employees in creativity. They do not cultivate new ideas and proposals. They build barriers and design various complex evaluation criteria to slow down innovations. HR has to become the employee advocate again. It has to create new processes and procedures that support employees in bringing new proposals to the table. Proposals need to be widely discussed, and the informed decision has to be made. It needs to become an integral part of HR Goals and Objectives 2016.

HR Technologies have developed substantially over past few years. Cloud technologies change the way we see IT today. It is easy and cheap to rent the system, no internal resources are required, and the vendors make systems reliable and stable. We will not buy the new system or develop internally. We will just rent the solution and pay per the employee using the system. It is flexible, and it can bring significant savings. Human Resources has to make the organization ready to accept HR solutions in the cloud.

HR Marketing in 2016

Millennials are picky; they do not accept job offers coming from all companies. They choose companies with the compelling story, great visions, and socially responsible approach. They prefer the experience over salaries. They want to enjoy every day at work; they want to learn new things and explore new great relationships. They do not build the career as we did in the past. The HR Marketing becomes essential to attract Millennials.

Human Resources has to support the Corporate Social Responsibility. CSR is necessary for the new workforce; employees want to be sure the company supports local communities and does not focus just on profits. They wish to feel that they contribute to making the world a better place for all. They do not require big gestures, but they require the sustainable approach. HR has to do it a part of its objectives.

Moreover, HR has to strengthen its social media skills. Most millennials know about job vacancies from Twitter or LinkedIn. They do not visit regular job boards because they use the Internet differently. HR has to cover many topics about the organization in media to become attractive to the new young workforce. HR needs to invest in its engagement skills to become the attractive employer again.

Ongoing HR Goals and Objectives

Other initiatives should become an integral part of HR Goals and Objectives. HR has to make sure that the organization grows new leaders. HR has to make sure it understand the business. It has to develop its financial management skills to become a valuable partner during Board Meetings. It has to change the Talent Acquisition processes to attract more millennials. Moreover, HR has to focus on the development of the Human Resources function.

The leadership development is a strategic imperative that cannot be just an objective for a single year. No business can survive without a strong succession planning process. It can be successful for few years, but it lacks the next generation of leaders who can develop the organization further. The company needs to be ready to replace the current leader at any moment within hours or days. There must be a contingency plan in a place.

The HR Development and the Business Acumen are closely connected. Evolving as the strategic business partner, Human Resources Professionals need to understand the financial management. They need to propose solutions that are beneficial for the organization. They have to calculate Cost Benefit Analysis that can survive the review with the Finance Department. HR has to lead changes in the organization, and it needs to gain additional skills and competencies. It needs to attract the high-quality talents from universities; it has to design individual development programs aimed just purely on HR employees of the future.

Develop sustainable HR Project Management

The HR department has become a real business partner to other functions in the organization. As the role of Human Resources has enhanced and changed from the service center to the business partner, the urgency of the introduction of the HR Project Management dramatically increased. HR has never run cross-functional projects. However, our business environment dramatically changes – Human Resources has to lead and deliver complex projects, that can impact the performance of the business. HR has to introduce a standardized HR Project Management to survive. No project can be a complete disaster.

The key objective of Human Resources is the continuous development of the sustainable competitive advantage. We have to run challenging cross-functional projects if we want to reach our long-term targets. However, we are not great in managing and delivering large projects that impact the entire company. We usually do not develop HR Project Managers who fully understand the full complexity of the HR agenda.

The competitiveness is a challenge. Being the employer of choice does not come at a low price. The organization needs to cultivate its corporate culture, and it has to design HR processes and procedures that make the collaboration easy and straightforward. Human Resources has to enforce the change of the culture, and managers have to adapt to new ways of leading employees.

HR Project Management
HR Project Management

The project and program management skills and competencies are becoming the core requirements for new HR professionals. They have to be able to act as smart project managers who can manage a complex project that changes the corporate culture. HR projects seem to be soft; they are tough to deliver. Changing people’s minds is a challenging task. It needs much courage to accept such a mission. The demand for brave HR Project Managers will be enormous; you should start developing your ones right now.

We need to start with a clear definition of the HR project. We usually do not see the scope of the activity before we are in troubles. We do not think in steps; we do not think what stakeholders will be impacted by changes. We just make a proposal that gets approved and then we are lost. We just announce delays and obstacles in the delivery of the activity. We need to employ project management skills to manage expectations of our internal business partners.

We have to realize the real scope of change management projects. They usually require much contingency. Most partners need time to swallow and accept changes; HR has to provide guidance. We need to adjust the project management methodology to design the proper HR one. We need our approach how to solve difficult organizational questions.

HR Projects need to start small, and then they can grow big. HR Project Managers need time to learn how to influence other people in the business. Most employees will be resistant to change; they will find many obstacles why the change is not possible right now. They will create a complexity that will slow down the implementation. The HR Project Manager has to learn how to uncover such behavior; she needs to learn how to turn enemies into allies.

The HR Project Management is not the same methodology as in the production or new product development. It is less about tasks and precise deliveries. It is more about the change and the measurement of the new behavior. The HR Project needs clear milestones, but the project needs to be flexible. This is the reason why HR Project Managers are different.

Your Start-Up needs Human Resources. Now.

Start-Ups are built around a great idea. It can be a new service, a revolutionary product or a great cost management tool. They put the idea into the center. They usually forget about the team, because they are all so enthusiastic about bringing the BIG THING to the market. However, the founders should start thinking about the fundamental HR Management processes and procedures before it is too late to bring a significant change that matters. They have to split responsibilities among team members and bring some discipline. These are the essential components of each success. They can also be ingredients of the failure, but they usually help to avoid one. Most start-ups have the sustainability issue, and Human Resources can be a cure.

Most start-ups are not stable organizations. Their operation is not based on formal processes and procedures. The founders act as an internal Wikipedia that answers all relevant questions. They usually lack a clear business vision, and they have no clarity how and when the product should go live. Usually, there are two competing ideas – DO IT NOW and WHEN THE PRODUCT IS READY. No one can answer this question when decision-making process is put in place, and no one understands who is the guy in power.

Start-Up HR Issue: Sustainability
Start-Up HR Issue: Sustainability

The team grows exponentially, and founders are overloaded by requests to make important decisions. They have no time to build the valuable opinion and judge proposals fairly. They tend to make a decision based on the personality of the employee who brings the proposal on the table. They miss clear roles and responsibilities in the team that could make lives of everyone easier. This is a classic story and a key reason to introduce at least the core set of the HR Management practices and procedures.

An ambiguous start-up needs to grow fast. It needs to hire new talents, and they need to go through many job interviews. Even the new organization needs to set up the basics of the corporate culture. It has to differentiate itself from others. That is another task for Human Resources in a start-up.

Most founders do not want to introduce Human Resources function from the beginning. They are worried to lose the speed and agility of the organization. However, they can introduce the limited scope of the HR Management Practices.

The modern HR Management can be a great help for the start-up organization. Bringing the clear roles and responsibilities can make the start-up quicker and agiler. Founders and leaders can focus on shaping the product; they do not have to spend time splitting tasks and checking the progress of important non-value added tasks.

The HR Manager in the team can introduce the new recruitment and staffing process that ensures the high performance. She can also find best talents across the world, and can bring them to the office. The team does not suffer from lack of resources; they are available at the moment when needed.

It is not true that the start-up business does not need any Human Resources. It is necessary and required; the organization deserves it.

Also missing deep dive HR Management Articles?

We miss proper research results in the wonderful HR Management World; we miss items that bring new ideas to light how to make Human Resources work better. We have many polls and opinion surveys, but we do not measure and research the real impact of changes in HR procedures. We have no idea how it influenced key business targets and results like the profit or sales volumes. We miss genuine and honest deep dive HR Management Articles. We keep HR blogs general and without a tight focus on perfection; we do not publish tutorials helping others make the business differently. We post about successes; we do not publish anything about failures. Moreover, we all face the same issues like sustainability, aging workforce, strategic management of the HR function and competitiveness. We just do not help ourselves in the HR community to make the HR Management better and more efficient.

We miss the opportunity to make our organizations more competitive and long-term sustainable. We usually do not compete against each other because we help organizations with different corporate cultures. It is not easy to transfer the HR best practices across companies without any tailoring. However, great HR Management articles can inspire us. One day I can inspire you; the other day you can inspire me.

Great HR Management Articles
Great HR Management Articles

Human Resources is a quickly evolving business function that creates a significant competitive advantage. A great company usually runs a great HR Management department. It is not a case of bad firms. They usually have no vision, and employees do not share one team goal. However, it ‘s hard to learn what makes a difference. We usually read just General HR Management articles. They do not include any research data, and authors do not ask for any feedback from fellow readers. The sustainable competitive advantage is a modern business and HR mantra. However as business professionals, we do not share best approaches how to reach our destiny.

We face the same issues; it is not a competition to enrich and enlighten experiences of others. In such a case we would not attend any HR conferences because there would not be any. Sharing my experiences does not mean that I lose my unique position, and I put my competitive advantage in danger. However, I can learn how I can influence the development of organizational values. I can share my thoughts, and I can help others avoid stupid mistakes. I can be sure they will make many different ones I can learn from.

I can just inspire other how to make things better. I can receive a very useful feedback later. Human Resources is not about copy-cats. I can make employees more engaged than they used to be; I cannot just transfer my experience with a single copy-paste. I cannot make all the at hard effort disappear. Each corporate culture requires a tailored solution; provided by its local HR staff.

We usually understand that we need to manage our organizations strategically. However, finding the detailed HR tutorials covering the strategic HR management is difficult. We can find many general definitions, but we cannot locate the advice how to build a strategic HR function for the company. We usually just find informative articles covering the general topic; no deep-dive; nothing like a cookbook. That is the reason why we need to cover the art of the HR Management more broadly.