messages to employees. HR would become the trusted voice to
employees that keeps them informed about all developments of
interest to them. HR would then be able to leverage their inter-nal
communications to explain key features and benefits of various
HR programs and processes. The outcome would be that employ-ees
would more readily implement HR programs and be more
engaged with the organization’s priorities.
There are some organizations that have heeded this advice and
divided internal and external communications by placing inter-nal
communications within HR. The anecdotal feedback has been
very positive. HR leaders can communicate regularly to shape cul-ture
and enhance engagement, and they more easily can influence
leaders and employees to put into practice HR programs and pro-cesses.
At the same time, the overall organization benefits from
the enhanced engagement and greater connectivity with its lead-ers
HR has a lot to gain from linking more closely to the position-ing
and processes deployed by marketing. When HR applies these
five insights, their credibility will be enhanced and they will have
a solid platform from which they can reach the next level of value
creation for their organization. n
Dr. David S. Weiss, PhD, ICD.D, FCHRE, is president and CEO
of Weiss International Ltd. Attend Dr. Weiss’ presentation, “What
HR Strategy Can Learn from Marketing,” on Feb. 1 at 7 a.m.
HR’s current recruitment efforts often parallels how marketing
uses social media to attract new customers and retain
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