Intentions!

Some time back I was watching webcast about launch of Annual Performance Review process.

Head of HR was addressing Managers. She took a lot of time to explain the ´intention´ - single line message - behind the shape of curve and review process.

 

Like many others, I was struck by power of her words.

I have been wondering what happened. What did she do that left it´s mark?

 

I have heard many a times objective or metrics of a process but I´ve never found an objective/metric/goal so powerful.

 

First, I think word ´intention´ has more elements of a verb than words objective/metric/goal. It makes me realize that I am the executioner of the intent.

 

Second we associate a value judgment with intentions. ´If my intention isn´t in place, then either something´s wrong with me or I’m at wrong place!´ We mayn´t associate such judgments with other 3 words.

 

I´m sold on figuring out the intention behind the HR processes we manage. Let me illustrate. What´s intention behind:

·         recruitment/selection processes? Some options are – to make any participant a brand ambassador, to reinforce uniqueness of working here, to find a role/culture fit, etc.

·         compensation processes? Some options are – we´re best paymasters & we´ll do everything to retain you; you´re best judge of your money (take it in whatever way you want), etc.

·         learning processes? Some options are – you´re a ´talent´, it´s your responsibility to identity and drive learning needs; we value role based learning & personal development is your concern, etc.

·         role designs? Some options are- we value specialization/generalization; empowerment/centralization, etc.

I´m not sure if, in this post, I´ve chanced upon anything new. But I do feel I´ve found a way to see existing processes more powerfully.

 

What do you think?

-

Sourav