Health Care or Human Care Reform? It never was about Compliance! A CEO’s Reminder.


health-care-human-rightI was recently on an HR Internet radio show and was asked what’s the difference between European and American Human Resources?

My answer was I spent my time when in Europe focusing on building strong operational companies, indeed having responsibilities from time to time to run functions outside of Human Resources, while at the same developing my business strengths.

What I saw when I came to the USA was a focus by many HR folks on benefits’ and compliance.

The problem was they were managing and not leading the changes that supported business performance.

I am not sure much has changed over the last 10 years.

I am not suggesting that the “American focus” is not important.

What I am saying is that this focus is hardly ever taken to a strategic business level and so I think HR gets the perception they work on.

Lets face it I have rarely seen (if ever) a business strategy based on providing “supportive compliance.”

I was also asked by one organization why am I so involved in the financials of the business? My answer was that’s how I can save peoples jobs. I know that was an answer they did not expect from “Human Resources.”

I know my approach works, in 7 years as a chief human resources officer in a hospital we never had to lay anyone off! We were the only hospital out of a 45-hospital system that achieved this.

The hospital was also in the top decile of engagement, lowest cost and paid out bonuses for the first time in 35 years!

Many people are now focusing on Health Care Reform. Perhaps coming from Europe and nationalized healthcare that provides me a different lens.

What I do say is that Human Care Reform is a good thing if it means a leveling of the benefits playing field and a new strategic way to look at how business recruits their talent. And that people have to worry less about how they pay for a fundamental human “care package.”

I would rather have a conversation with employees about how to maximize potential, I can do a lot about that, then for us to have a conversation, I can do little about, regarding how worried they are about paying for their family’s health care, and having to work three jobs to pay for it.

It has never been about reform or compliance it never was, it has always been about how we inspire our employees. How we treat them as people. A great leader knows that!

Lets focus on what we need to do for our business that way we will keep more people in jobs have less business failures and influence a great quality of life.

Business is built on overcoming constraints and creating something special for its customers and its employees.

 

http://www.blogtalkradio.com/drivethruhr/2013/02/28/peter-lanc-at-lunch-with-drivethruhr

 

 

 

 

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About HRMexplorer

Managing Director - Human Capital Europe and USA - My ability is to recognize ingrained assumptions and patterns of operation that aren’t productive, and offer practical, cost-effective and value-based solutions.

Posted on March 5, 2013, in HRMexplorer Blogs and tagged , , . Bookmark the permalink. 2 Comments.

  1. Peter, this is an excellent article. Your insight is to the point and inspiring. Thank you!

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