What is the role of HR? How to get the attention of the executive management? How to create measurable results? These questions boggle the minds of most HR executives. At a seminar arranged in September 2016 by CatalystOne, the Nordic leader in Human Capital Management, Helena Martini of Atrium Ljungberg shared her insights with 130 HR executives in Stockholm.
What is the role of HR? How to get the attention of the executive management? How to create measurable results? These questions boggle the minds of most HR executives. At a seminar arranged by CatalystOne, the Nordic leader in Human Capital Management, Helena Martini of Atrium Ljungberg shared her insights yesterday with 130 HR executives in Stockholm.
Helena is not just an average HR Executive. She was appointed Sweden’s best HR personality in 2015 and her company has been awarded the title “Great Place to Work” third year in a row. Her approach to HR is simple and yet ingenious. HR’s goals, she said, are the same as the company goals – nothing more and nothing else. HR shall help the company to achieve its objectives, full stop. Her approach has been to make sure that every employee knows what is expected from him/her, both through a clear job description and clear objectives. No bell-curve, forced ratings or any other sophisticated concepts, just clear and concrete objectives, continuous feedback and straight forward rating of performance.
How do get attention of the Executive Management group? Well, Helena’s answer is again very simple. Think long-term and keep trying. Of course it helps to emphasize the need for change and potential value of changing. And approaching the issue from different angles is obvious. Last but not least, do not forget to measure and communicate results when you finally get the backing from the executive group to start a new initiative. By communicating the achieved results, you build the basis for acquiring backing for your next initiative.
She started a Performance Management initiative to assure that every employee and role had a clear purpose and objectives. She has vivid memory of a meeting with an employee at the lowest organisational level who was trilled by the fact that he achieved all of his objectives. It was the first time in his life that he had clear goals to work for. “I still get goose bumps when I think of that particular meeting”, she said. After running the process manually for a couple of years she realised that they needed to digitize it. Love at first sight evolved when she met Markus Ekestam of CatalystOne who demoed her a system that could fulfil all her desires. The managers who were sceptical to introducing a new system are now asking “why didn’t we digitize the process earlier”.
She has achieved a lot during her 6 years at Atrium Ljungberg. Is there anything left to do? “We have many plans to improve and digitize all the HR-processes so that Atrium Ljungberg can develop the business even further and keep on building cities that everyone wants to live in”, answered Helena enthusiastically.
The managers who were sceptical to introducing a new system are now asking why we didn’t digitize the process earlier
Helena Martini, HR-manager at Atrium Ljungberg