By Sharlyn Lauby, SPHR

We’ve all heard of the 3 R’s (Reading, Writing, and Arithmetic) from our school days…but how can we take these learning basics and apply them to our human resources career?

READING – Human Resources professionals need to stay abreast of the latest trends facing their profession and their business. It’s not enough to just know about the latest trend to boost employee morale. Senior management wants to hear that their human resources partners are concerned about the same things they are: the national and global economy, the role technology plays in servicing our external and internal customers, and the impending labor shortage, just to name a few.

HR professionals should seek out publications that will help them stay on top of these changing trends. A few examples are: The Herman Trend Report (www.herman.net), VenuLex (www.venulex.com), and HR Magazine (www.shrm.org/hrmagazine.)

WRITING – Many business people lack the necessary writing skills to clearly articulate their thoughts. With electronic mail becoming such an important part of our daily communications, people have to improve their writing skills. This is a key competency when creating and communicating policy, initiating new human resources programs, and influencing pending government legislation affecting our workplaces.

Taking writing courses can help, but the real way to improve your written communications is by practice (and more practice!) Also, find a person who you feel writes really well, ask them to proofread your work, and ask them to be critical. Trust me – it will help immensely.

ARITHMETIC – HR departments need to show a return on investment for their programs. In addition, they need to understand how to read their organization’s financial reports (budgets, profit and loss statements, receivables report, etc.)

By establishing a HR metrics report, human resources will start speaking the same language as the rest of the organization. You don’t have to create something elaborate. Start with the indicators that you feel will have the most impact…maybe turnover percentages, cost per hire, and average days to fill a requisition.

In addition, understanding the financial reporting of the organization will allow human resources to provide input into the process. For example, HR should know what the profit margin is for their company product and/or service.

By using the three R’s together – reading about factors effecting the business, being able to communicate in writing programs, policies, and procedures that can positively impact the business, and demonstrating a numerical return on investment (ROI), human resource professionals will find their ‘seat at the table’ and be in a position to contribute to the success of the organization.

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Sharlyn Lauby, SPHR is the President of ITM Group, Inc. in Ft. Lauderdale, FL. ITM (Internal Talent Management) provides strategic and technical consulting services to enhance talent in the workplace. For more information, go to www.itmgroupinc.com.