HR has a direct responsibility for issues such as recruitment, and a central measure that the work should strive for is to enhance the value of Human Capital. To increase the value of Human Capital, the well-being of employees is also a prerequisite for success, as it involves attracting, developing, and retaining them.
Why HR needs Hilmatell
HR has a direct responsibility for issues such as recruitment, and a central measure that the work should strive for is to enhance the value of Human Capital. To increase the value of Human Capital, the well-being of employees is also a prerequisite for success, as it involves attracting, developing, and retaining them.
The will to contribute.
The difference between a company with strong or weak human capital is a crucial factor for competitiveness. What makes an employee feel good and willing to contribute to increasing their own value and thereby increasing the common human capital?
The difference between a company with strong or weak human capital is a crucial factor for competitiveness. What makes an employee feel good and willing to contribute to increasing their own value and thereby increasing the common human capital?
Influence and control over the work situation
Influence and control over the work situation
The feeling of meaningful work.
The feeling of meaningful work.
Information, feedback, professional development
Information, feedback, professional development
Trust between employees and in the relationship between manager and employee.
Trust between employees and in the relationship between manager and employee.
Reasonable workload.
Reasonable workload.
Effective meeting culture develops the organization
Meetings are one of the most common ways to spread knowledge and create engagement in the organization. All surveys conducted on perceived meeting effectiveness show that 60% of all meetings are experienced as pointless by those participating. But often there is no one in the company with a clearly defined overarching responsibility to avoid misusing meeting time, and today’s meeting culture is accepted. A HR manager's responsibility includes shaping the culture of the company to contribute to achieving the company's strategic goals, where the effectiveness of meeting culture is a factor that makes a noticeable difference in how the dynamics of the organization develop.
Meetings are one of the most common ways to spread knowledge and create engagement in the organization. All surveys conducted on perceived meeting effectiveness show that 60% of all meetings are experienced as pointless by those participating. But often there is no one in the company with a clearly defined overarching responsibility to avoid misusing meeting time, and today’s meeting culture is accepted. A HR manager's responsibility includes shaping the culture of the company to contribute to achieving the company's strategic goals, where the effectiveness of meeting culture is a factor that makes a noticeable difference in how the dynamics of the organization develop.
Bad meetings are an incredible misuse of work time
One of the biggest time-wasters is that meeting cultures often allow a meeting leader to invite not only those who are directly relevant to the purpose of the meeting, but also others who do not benefit from the meeting, where various considerations come into play. It becomes evident when participants, instead of listening during the meeting, are working on their computer or smartphone. If you are in the wrong meeting, your brain simply shuts off the desire to absorb what is being said. Research shows that employees spend an average of 18 hours a week in meetings, and they only decline 14% of their meeting invitations despite preferring not to participate in 31% of them.
One of the biggest time-wasters is that meeting cultures often allow a meeting leader to invite not only those who are directly relevant to the purpose of the meeting, but also others who do not benefit from the meeting, where various considerations come into play. It becomes evident when participants, instead of listening during the meeting, are working on their computer or smartphone. If you are in the wrong meeting, your brain simply shuts off the desire to absorb what is being said. Research shows that employees spend an average of 18 hours a week in meetings, and they only decline 14% of their meeting invitations despite preferring not to participate in 31% of them.
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”Möten kontrollerar oss, och dåliga möten är ett oerhört missbruk av arbetstid”.
Middle manager in a larger corporation
”Möten kontrollerar oss, och dåliga möten är ett oerhört missbruk av arbetstid”.
Middle manager in a larger corporation
Dare to challenge today's meeting culture
The same thing happens if the meeting leader is not clear in describing the goal of the meeting and then does not have the ability to lead the listeners in a clear way so that they understand the message and become engaged, as it concerns their own role in the company. HR is responsible for all employees in the company, which is an opportunity to develop the meeting culture throughout the organization. In reality, the attitude towards how meetings are managed is usually up to those who lead their respective units in the company, making it difficult to monitor and develop. It is about priorities in both time and money.
The same thing happens if the meeting leader is not clear in describing the goal of the meeting and then does not have the ability to lead the listeners in a clear way so that they understand the message and become engaged, as it concerns their own role in the company. HR is responsible for all employees in the company, which is an opportunity to develop the meeting culture throughout the organization. In reality, the attitude towards how meetings are managed is usually up to those who lead their respective units in the company, making it difficult to monitor and develop. It is about priorities in both time and money.
Well-utilized human capital is reflected in the bottom line
We see that the role of HR can be significantly strengthened if a decision is made for you to be responsible for training employees on how to hold effective meetings, where the key to success is having a goal for the meeting and a plan for the presentation to be made. Hilmatell is a unique tool that coaches a meeting leader all the way from setting goals and planning, focusing on inviting relevant listeners to the meeting and creating a clear presentation. The meeting leader also gets help in Hilmatell to practice their presentation before the meeting. It's time for Human Capital to be made visible, not just seen as a footnote in the annual report.
We see that the role of HR can be significantly strengthened if a decision is made for you to be responsible for training employees on how to hold effective meetings, where the key to success is having a goal for the meeting and a plan for the presentation to be made. Hilmatell is a unique tool that coaches a meeting leader all the way from setting goals and planning, focusing on inviting relevant listeners to the meeting and creating a clear presentation. The meeting leader also gets help in Hilmatell to practice their presentation before the meeting. It's time for Human Capital to be made visible, not just seen as a footnote in the annual report.