Staging the Perfect HR Program

August 12, 2009

Admittedly, the Human Resources Department may not know anything about marketing at all. The employees in HR Department will ideally be experts at the dynamics of the human mind and how to motivate it—making a campaign successful to its stakeholders is the function of the marketing department. However, the HR Department will benefit a lot from knowing the tactics employed by the marketing department. Not only will it make an HR Department’s program appealing, but also successful to its stakeholders—the employees of a company.

1. Approach the Employees. Face it. Employees don’t have the luxury of time to sit around and read whatever information your department has to offer. The only way they’ll approach HR deliberately is if they want to file a leave of absence or have any concerns regarding their payroll. That’s why the task of the HR Department is to go to the employees themselves. As an HR consultant, you have to be able to exhaust the appropriate channels to reach the employees. There are different avenues to communicate to employees without having to go to them face-to-face. With the advent of new technology, such as e-mail, instant messaging, video conferencing, and many other communication breakthroughs, you shouldn’t have any trouble getting your message across.

2. Make it Language-Friendly. Language-friendly information means communicating the message in a language the employees will understand. If you’re advocating a campaign directed towards janitors, make sure the language is kept simple—you don’t use the same literary metaphors you’d say to your creative artists. Language-friendly HR campaigns also utilize company jargons—even the informal ones—to make the message appealing and at the same time loyal to the company’s brand.

3. Compel Employees to Action An HR program without any end is as good as a futile marketing campaign. In the end, an HR program must be able to successfully move employees towards a particular line of action, the same way a marketing campaign’s vital aim is to expand the bottom line.

4. Make Information Relevant. As have been said, employees don’t have the luxury of time to listen to whatever the Human Resources Department has to say. For that, you have to make sure the message is worthy of their attention in the first place. Forcing them to do something that’s not even significant or in any way helpful not only wastes their time, but also the company’s resources.