As we continued to explore HR as a credible activist, one of the valuable lessons that I learned was the importance of establishing a relationship built on trust. Although all 4 factors of credible activist are interrelated, the trust factor is the foundation that allows HR to collaborate with others and be able to influence and relate to them, and to grow as a powerful voice within an organization. Its role as a strategic and trusted business partner is to build strategies that support a company's mission and vision. As a trusted HR manager, leadership must be able to rely on my advice on recruiting tactics as they make plans for new business; because they are aware of my track record of delivering results with integrity and my consistency in building effective business practices. In the short run, a desired level of trust may not be necessarily established during specific periods of change within an organization, however based on how the initial relationship is built, it will constitute the foundation for establishing long term trust and credibility by HR.
The Balanced Scorecard Institute (n.d.), as a resource, provides some good definitions for strategic processes in support of HR's effort to build trust and credibility. The overall goal of strategic planning is to align all the resources of an organization to create actions in order to adjust its strategic position in response to change.
Establishing trust makes it easier for HR to influence employees. Mind Tools (n.d.) as a resource covers Cialdini's six principles of influence. Among them is commitment (and consistency) which helps to build the trust. The employees can rely on HR's ability and desire to fulfill its obligations towards them.
The constant desire to provide consistent and reliable results, and be trustworthy by an HR professional implies that she is self-aware, and committed to building her profession as a credible activist, according to The RBL Group (2012).
References:
Balance Scorecard Institute, (n.d.) Strategic planning basics. Retrieved from http://www.balancedscorecard.org/BSCResources/StrategicPlanningBasics/tabid/459/Default.aspx
Mind Tools, (n.d.). Cialdini's six principles of influence. Retrieved from http://www.mindtools.com/pages/article/six-principles-influence.htm
The RBL Group, (2012). The 2012 HR competency model. Michigan Ross School of Business. Retrieved from http://rbl.net/index.php/hrcs/index/overview
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