Back to Strategic HR “Sales” Tips main page

< Previous Tip

Next Tip >

Share on LinkedIn Share via e-mail Share on Facebook Share on Twitter

If you think the HR profession would get some value from this info, please share with your online network.  Thanks!

  January 19, 2015  

Strategic HR Weekly "Sales" Tip #10

What is "Core HR"?

A few months back, there was an interesting group discussion bubbling along in the H.R. Professionals LinkedIn group for a couple weeks on "Core HR - Becoming an HR Business Partner".

Core HR. That's a term you don't hear too often.

Do you do Core HR for your Client or Employer? I guess one would have to define the term first, before answering the question. I would define it as:

Things that directly impact driving the Core Business from an employment and employee perspective. Attract the best. Keep them there. Optimize their productivity.

Why do I stress two words above?

Directly: Can things be done in HR that indirectly impact an issue? Sure, but they'd be a notch or two down in the value chain. And the term can be subjective. So the answers aren't set in stone. It might even be more of a mindset than a hard definition. (For example, would I include offering health insurance as a Core HR initiative? Not as stated. If the initiative was 'offering a cutting edge, competitive benefits plan', then I'd include it in Core HR.)

Driving: The positive aspect of HR initiatives, as opposed to the aspect of 'prevention of negatives'. If an HR initiative is ONLY done because the government says an employer has to, it's important (to prevent fines), but it's not part of driving the core business. It's an initiative that helps prevent it from not being driven.

I've identified 49 employment "things" that I'd say fall under Core HR. (Your opinion will vary.) 38 of them help optimize Talent Attraction; 46 of them help optimize Minimizing Turnover; and 44 of them help optimize Employee Productivity.

Can Core HR things help with the necessary but Non-Core HR initiatives? Yeah, that's the cool part, many have "double values". For example, a Job Description can help drive employee productivity (Core HR), but it can also reduce the chances of a lawsuit in some termination situations (non core HR).

So examine your messaging wearing the hat of your "client" audience. It is mainly a negative one that "employment stuff" is a time consuming pain in the ass? Or does the message give equal time to the fact that, while parts of employment can be an administrative pain in the ass, there are also positive parts that can be done to specifically help drive the Core Business.

That's Core HR.


Rob Blunt       View our profile on LinkedIn
President, 4-Profit-HR

phone: 866-868-5885