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GetHRSmart, LLC |
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February 23, 2015 Issue |
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The Most Powerful Name In Corporate News and Information |
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On-Demand HR Advice for Small and Medium Sized Companies |
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Founder
GetHRSmart, LLC
Interview conducted by: Lynn Fosse, Senior Editor, CEOCFO Magazine, Published – February 23, 2015
CEOCFO: Ms. Yeung, would you tell us the concept for GetHRSmart? Ms. Yeung: We provide on-demand or ad-hoc HR advice to small and medium sized companies. The advice that we provide is strategic and aligned with business strategy. The areas include leadership and talent development, mentoring, retention, company culture and coaching.
CEOCFO: At what point might a company reach out to you? Ms. Yeung: The role that I play is the strategic HR business partner that is common in large organizations. Large organizations have the resources available to have a dedicated HR business partner or HR VP who partners with a leader in providing strategic HR advice. Small and medium sized companies typically have a recruiter and/or an operational HR person on payroll. They do not have an HR professional who looks at the bigger picture around what kind of company culture they want to have or what people, processes or programs they need to have now to make sure the business and people issues are aligned going forward. I believe that small and medium sized companies can benefit having someone who provides strategic HR advice very early on in their growth. So back to your question, a company would reach out to me at any stage of its growth, but the sooner, the better.
CEOCFO: When might people look to find you? Ms. Yeung: Many small and medium sized businesses do not even realize that they would benefit having strategic HR advice to help them shape their organization. These companies eventually want to be large organizations. Through GetHRSmart, they will be able to tap into someone like me who has worked in large organizations and has observed the dynamics and best practices that are present in a well run and engaged organization.
CEOCFO: What is your marketing strategy? Are you reaching out through conferences? Ms. Yeung: Part of it is through HR networks and networking through business organizations as well as through contacts.
CEOCFO: What is the business model or is it still being defined? Ms. Yeung: The span of advice that I provide is vast from leadership and talent development to coaching etcetera. I see GetHRSmart as a thought leader in organizational issues. In the future, I would like to offer seminars for leaders, managers and HR professionals where they would come together to address a specific topic. GetHRSmart would provide thought leadership in the area of interest and participants would also learn from each other.
CEOCFO: When you are working with a company what might you look at that other people miss? Ms. Yeung: I see how the people decisions that are made now impact how the future organization will look like. I observe the people dynamics and the subtleties that occur in an organization and then, am able to translate that into advice and a perspective on what makes sense for that organization. Over the years, I have realized that my strengths have been in keenly observing and providing advice to a leader that is actionable.
CEOCFO: What is the key to giving full consideration to all regulatory aspects but still provide the best advice? Ms. Yeung: With the advice that I provide, the regulatory aspects are not as dominant as one thinks. It is important to keep in mind the regulatory aspects, especially in California where the employment laws are unique from other states, and I will ensure that the advice I provide is in compliance with state/country specific regulations. The areas that I focus on are relevant not just domestically but also globally. For example, on the topic of diversity or cross-cultural issues, I would work with a client on the specific issues and based on my experience and research, would come up with solutions that are tailored to that company, keeping in mind and respecting the cultural differences.
CEOCFO: Would you tell us about the “Ask Me” section of your website and how companies are able to engage? Ms. Yeung: I thought it would be a good idea to have individuals/leaders/HR professionals reach out and ask questions where I provide quick and general advice. The “Ask Me” section gives potential clients an idea of the breadth and scope of advice that I provide. However, I do avoid answering any employee relations type questions on the “Ask Me” section. The “Ask Me” section is very interesting reading! Let’s say a company wants to launch a mentoring program. They would first get some general ideas from the postings on the “Ask Me” section. Then, the company would engage with me on a project basis to help the company implement a mentoring program that’s specific to that organization. I do not believe that there is only one way of running a mentoring program. It depends on the specific dynamics of the organization, the vision of the program and the levels of organization that are bought into the idea.
CEOCFO: Might you be able to help companies if they are looking for technology for an HR system or additional security? Ms. Yeung: Yes, I can provide recommendations on vendors based on my experience using certain technology.
CEOCFO: Why is this the right time for GetHRSmart? Ms. Yeung: I think many small and medium-sized companies are focused on the day-to-day HR tasks to get business running and are not thinking about how HR can be a partner in shaping their future business. An important factor to the success of a company is the people and that the people issues are aligned with business strategy. GetHRSmart is unique from other HR consultancies in that companies can receive practical, strategic HR advice if they do not have it in-house. It’s the right time for GetHRSmart for any company. |
“GetHRSmart is unique from other HR consultancies in that companies can receive practical, strategic HR advice if they do not have it in-house.” - Shu Yeung
GetHRSmart, LLC
Contact: 415-518-8750
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Shu
Yeung