Many organisations consider sales employees to be their top scorers, the employees who drive the business forward. After all, sales growth, whether of products or services, is a key concern for all leaders — and it should be. Without sales growth, business would be nonexistent, and no organisation of any size would be able to survive and thrive for any length of time. Consequently, it is commonly accepted that the impact of the sales team on an organisation’s success is critically important to its long-term viability.
HR professionals, on the other hand, are comparable to goal keepers in a football team. They are not generally expected to score a goal, even though, in rare cases, goal keepers may actually do so. But this perception is erroneous, as HR professionals are the ones who support the whole team and stand at the last line of defense as well as help discover, hire, develop, and support the right people, with the requisite skills that the company needs to score (succeed).
Although scoring is very critical for any given job, be it in support, operation, or sales roles, the key problem revolves around the agreed definition of what scoring means when it comes to HR.
Clarity Is Key to Scoring
Consider sales positions. Although it is becoming more and more complicated and complex, defining what scoring means for sales is, nevertheless, easier compared to other roles. What determines bonuses, promotions, and merit increases is clear, mutually accepted, and easily agreed upon in many organisations. For example, any positive or negative change in terms of agreed scores has a direct impact on a sales person’s total rewards package, potential career growth, and even an employer’s ability to retain that sales person.
With regard to HR positions, particularly HR managers, the definition is not as clear. Is it about the cost of running the HR function? Ratio of HR professionals to employees? The time to hire a new employee? Cost per hire? Engagement rating? Etc., or other parameters that contribute successfully to the organisation’s business growth? Leadership teams should make an unbridled effort to improve the scoring definition for HR roles so that these key employees earn a similar perceived value when it comes to scoring…
