Ask the people around you about their own opinion about their own dream job. The more people you will ask, the more opinions about the dream job you will receive. But there is always a chance to provide people with the more generalized conclusions.

The people will generally show their own emotions and personal preferences when describing their dream job. And you will be quite surprised - they will not generally speak about the job position or job content. They will describe their own benefits from the dream job in their mind.

This is really very important for HR Professionals to recognize. When asking your own staff about the dream job, you will receive the preferences of your employees and you can set your HR Processes and benefit portfolio to meet their needs.

And what do the people prefer in their dream job generally?

1. Money
2. Work Life Balance
3. Challenge
4. Development Opportunities
5. Friendliness

Think about your own dream job. Would you fit into these 5 categories? One of them?

When the Business decides about its Business Strategy and HRM Management Team decides about correct HR Strategy - it is a moment to create and implement a correct Compensation and Benefits Strategy for the organization.

The HR Strategy helps to navigate and set goals for HR Employees, managers and employees in the organization and it sets their expectations from the organizations. When the organization sets itself as a low cost provider of services, then HR Strategy cannot state the highest quality of employees is the goal. The quality is always expensive. Even with human capital.

The correct Compensation and Benefits strategy depends on overall HR Strategy and it has a huge influence on the rest of the organization. Compensation Strategy is about the costs of the organization and it can have a huge impact on total profit of the organization.

Setting the correct Compensation and Benefits Strategy needs a lot of interaction with the Business and Business Leaders as they will be final users of the strategy and it can hugely  limit their activities.

The business strategy is the main limit for the compensation strategy. A quality focused organization with expensive products can afford to employ quality staff. The organization focused on mass market with average products does not need to employ quality sort of employees and it can save a lot of money from the payroll.

The compensation strategy sets the position of the organization on the job market. And it has to be in line with any other HR Strategy - mainly in recruitment, training and development. But many organizations forget about the need of alignment and they lose money and efficiency.

Human Resources Management is still a function in the process of a quick development in organizations. As the cost of human capital is quickly growing, the HR Role is more and more important for modern organizations.

HRM is still not recognized as the function important for the competitive advantage on the market. HRM is still very linked with the quality of HR staff in the department and it is not linked with defined HR Processes. Many HRM departments have nice and clear processes defined, but they fail to execute as they do have a relationship and trust built with internal and external clients.

HRM should play the same role as Finance in the organization. Analogically with Finance HRM cannot be responsible for the direct execution of many business activities, but it can be fully responsible for providing tools and monitoring. But what happens usually? HRM takes a role and responsibilities, which HRM cannot drive. HRM sets its own responsibility over the quality of staff and HRM drives managers.

HRM does not recognize its HR Responsibilities and roles in the organization. HRM has to play the role, the business wants HRM to play. The main role of HRM is to provide the business leaders with provoking questions to get their buy-in for a solution.

You can find more about HR Roles and Responsibilities here.

Attractive job resume structure has its own rules. Many job applicants repeat the same mistake again and again. They try to cover their whole life in their attractive job resume and they provide the HR Recruiter with a lot of details, which are not necessary to build a picture.

The job resume has one simple goal - to get the invitation for a job interview and to build a common basis for the discussion to answer all the questions. But the questions should be answered during the job interview. When you need to type your resume, you have to be aware of one thing - You do not write a book, you write you own job resume.

The structure of the job resume is usually a constant and it is not recommended to change a common structure as almost every HR Recruiter expect the same structure of job resumes in his/her mailbox. The only exception is allowed, when you apply for a highly creative position, when some adjustments are allowed.

In case you are not sure about the structure of the job resume, it is always good to start with template from Microsoft Word. The look of the template is nothing to be used, but the structure of the resume prepared by Microsoft is very nice and it is commonly accepted on the market.

When it comes to the structure of the job resume, do not be too creative, it is better to follow the common scheme on the job market. You can be the best person in the world, but you have to think of others reading your own attractive job resume. They must feel comfortably and they have to find information at parts of the page they expect it.

Many organizations around the globe use sophisticated performance management systems to monitor and evaluate the performance of their employees. These performance systems can be really sophisticated, but they fail in the most important goal – motivating employees to reach higher performance levels and keep developing their skills and competencies.

The overall goals of performance management systems are:

• Motivate employees for future development;
• Help employees to identify gaps in their skills and competencies;
• To provide feed back on the evaluated period and plan the action plan to improve and further develop skills and competencies;

Aiming these goals of Performance Management System is not easy. It is much easier to develop very complex system, which is difficult to use and it is almost a mission impossible to explain the system to individual employees.

As the managers and employees do not understand to the complicated logics and rules behind the system, they start to learn the “desired” behavior not to complicate their professional life. The managers tend to provide employees with a very formal performance appraisal and the employee is not kept to fill the development. As it is just the game to make Human Resources happy in their eyes.

The issue about this failure of the Performance Management System is the role of Human Resources function. Many times HRM is not able to accept the failure of the system and HRM tries to make the Performance Appraisals even more complicated to prevent managers and employees to avoid the failures of the system.

But - the Performance Management System must be simple, understandable and quick. Basic rules for every single Performance Management System.

Human Resources Strategy must follow the Business Strategy. It is very easy statement, but in many companies this easy rule is not followed.

You can find a lot companies, which provide really sophisticated services to the customers, but their Human Resources should be called more Personal Administration Department. And many factories, which have really just basic needs in the area of human capital development have a very strong HR function.

HRM is a very expensive function for companies and each company should have a strategy in human resources area consistent with the overall business strategy. The HRM has to decide about the correct HR Strategy to be applied to fully meets the requests of the organization at the best return on investment into the human capital.

The main drivers for deciding about the appropriate  HR Strategy should be:

• competition on the market
• complexity of skills and competencies required
• possibility of investments into human capital

The HR Strategy must clearly react to these conditions and it has also project the future development supposed by the overall business strategy. And it is the main task of the HR Management to find a suitable solution to make a complex alignment of the HR Strategy and Business Strategy.

HRM is usually organized as as a typical service organization. It has some Front Office, Back Office and Experts. Front Office deals with internal and external clients, Back Office processes the requests from Front Office and clients and Experts - develop new procedures and processes based on the requests of clients and from monitoring the market for best practices. In Front Office HR Business Partners are the most common position.

The Front Office part of Human Resources is usually the weakest part of the whole function. The employees, HR Business Partners, are under a constant pressure and they have to be really clever.

The main competencies and skills of the HR Business Partner are:

• a deep knowledge of the internal client
• a deep knowledge of the processes and procedures conducted at the internal client
• a deep knowledge of HR procedures and policies
• a knowledge of employees working at the internal client
• a knowledge of the competition and external job market

The main role of the HR Business Partner is to provide the managers with a help how to work with HR policies and procedures. And - to help managers to work with their staff - to manage, to lead and to develop them to be more successful in the future.

But many times, the organization hire young employees to the positions of HR Business Partners, who cannot serve the client fully. They just serve the clients as “paper-handling” employees. They are not able to discuss with the manager the issues as they have no previous experience and HR Back Office and HR Experts are hugely overloaded as they have to solve the “issues” arisen by the HR Business Partners.

When the organization plans to hire a new HR Business Partner, it is better to look inside the organization to find a suitable person in Back Office or the Expert. Because the knowledge of procedures and the internal client is essential for the success in the position of the HR Business Partner.

Human Resources becomes one of the most important components of the organization. The people are a real human capital in the organization, which demands huge investments. Focusing those investments into the human capital are the main role of Human Resources.

Modern Human Resources Management has four main roles in the organization:

• business partner
• change agent
• employee advocate
• administration expert

These four basic roles of Human Resources allow HR professionals to help the organization to identify the basic needs in human capital development and to provide managers with a help to develop their subordinates.

Human Resources is not a department to take care of employees, it is the role of managers. HRM function has to provide managers with tools to manage, lead and develop their employees to maintain competitive on the market.

HRM function has the potential to identify the gaps in the organization and HRM can help to provide the organization with the implementation plan to fill these gaps and to ensure the best investments are done.

The human capital becomes the most expensive part of the organization and HRM has to be prepared to take care of these investments.

The attractive resume is a key to get a dream job. But, when you decide to type your attractive resume, it is not that easy task as it can look in the beginning.

The resume is usually a single page of the paper, but with a very important content and all the words must be selected very carefully.

When you want to type the excellent resume, you must be sure about the kind of the position you want to get. In case, you do not have a clear view about your work future, you have no chance to write the excellent resume. It works this way - the job done without clearly defined goals brings no results.

Before typing the resume, the following things must be clarified:

1. you must collect information about your previous experience
2. you have to find everything learned during your previous positions
3. You have to identify key moment during your previous career. This is very important as every HR Recruiter will be very interested in those career path changes and it has to be pointed out clearly and you have to provide explanation at some really key moments.
4. Select your skills gained from your previous positions and make a list of competencies, which were used during your previous experience, you will definitely need to mention them.

When you are finished with this preparation, just sit back and relax. You have to think about your next dream job and then - start typing your attractive resume.

It is very difficult task to argue about the efficient recruitment process, when you have no measures to show and compare.

The most common recruitment measure is just a number of new hires, which were selected through the recruitment process. But this measure says nothing about the overall efficiency of the recruitment process.

The performance measure with a better value to the business is the span of the whole process and cycle times. The business must agree with the cycle time to avoid all the possible complaints about the speed of the recruitment process. When the business accept 40 days to fill the position as fine for the operation, all the complaints about the speed can be rejected.

A cycle time of the recruitment process is the basic measure. Sometimes, it is necessary to add additional measures to show the stability of the whole process, which can be demonstrated on the span of the recruitment process. To implement span measure of the recruitment process is pretty difficult, but then - it is pretty easy to measure the whole recruitment process.

And last important measure - the cost of the recruitment process. This measure show one important thing to the company - how smart employees in HR are. The recruitment process is an excellent process in HR to measure.