The main principle of most organizations is to maximize profit, and the large companies who dominate their industries have been able to do so due to great strategy.
An oil giant making billions of dollars per year is able to because of excellent talent and planning, but that doesn’t mean anything to those thousands of miles away working long, hard hours in their gas stations.
A Human Centered Organization’s (HCO) main principle is maximizing the value of its people, building a strong foundation of employees that not only feel that they are valued, but know that they are valued. This increased sense of self then leads to greater profits.
The Human Factors and Ergonomics Society states that,
the human-centered approach works at every level in the organization, starting at the top with the executive board.
So in order for human resources to craft a HCO, it needs to work closely with their business superiors to establish a people-orientated company culture together. HR will be aware of the best talent and their employee’s general occupational health, and sharing this with a CEO allows changes in policy to begin.
When assessing risk management, are you properly assessing the human risk as thoroughly as the technological?
Human-centered risk is complex, and applies to every department, including your own. Failing to properly address human risk can lead to more grievances, high emotions and a miserable workforce.
In order to forge a HCO, HR should measure how management and workforce grievances are handled – do both parties feel properly represented?
If lower-level employees do not feel valued, you are not a human-centered organization. Your system is a combination of people, ideas and equipment, and all three of these need to work together.
Providing a pleasurable work environment and recognizing talent creates a shared meaning between employees who recognize they are important to the company. If wellbeing is a priority, HR can look forward to a wider openness within the organization.
The organization must also act ethically, and provide a transparent platform between themselves and their employees and even their local community. Interacting with those in your environment furthers the people-based mission.
A human-based organization might not be plausible or successful in a large, multi-national corporation, but in a smaller business it is crucial to ensure the happiness of those working around you, and with a smaller workforce, it’s certainly not impossible.
(c) New To HR.
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