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Essential HR Capability: compartmentalisation


For me compartmentalisation is the ability to look at things from different points of views at different times and to be able to put things into different ‘compartments’. It is a critical skill for any HR professional and one that needs to be learned fairly early if they are to be successful as a business partner. I believe it is a learnable skill – depending on your preferences you can achieve the same end spontaneously or instinctively or through analysis and careful process – neither is necessarily better.

The reason I consider this to be so vital is the of all the functions the HR one is the one at the most of the matrix nodes – it is the one that needs to view and consider things from a number of different angles and points of view. Thus an HR professional needs to be both neutral and empathetic at the same time – thus the need to compartmentalise.

Take a restructuring programme. No HR person can relish an activity which results in loss of employment for an individual; yet at the same time they have a role to play in catalysing the organisation in recognising the opportunity to gain competitive advantage or cost leadership through such actions. So they need to consider three things at the same time:

  • Consider the big picture/organisation benefits and drive the most comprehensive change possible
  • Consider the procedural and legal implications and exercise appropriate processes
  • Consider the individuals affected and ensure that they are treated in the best way possible, that communications are frequent, support is available

If you mix up these views you will end up providing weak advice to the organisation (and potentially end up with further restructuring down the line); be overly cautious or incautious; and/or forget that this is a deeply traumatic experience for many individuals.



Published by: Lisette on 10/08/2009 - Add a comment

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