Functional Support and the Employer Value Proposition

Functional Support is how much and how well various departments assist a person execute their role and responsibilities.

Typical functions include Procurement, IT, HR, Finance and Legal. The names you use internally may differ, but these organizations support the activities of the research, manufacturing, sales, and customer service organizations.

How these organizations support people actually vary greatly from one organization to another.

This factor can be overlooked during the recruiting / retention processes. How a company supports it’s team members can be a great advantage over it’s competition.

Recruiters should be able to learn about the support that candidates are coming from to help compare or prepare, and then leverage.

HR managers should be able explain to employees the different dynamics, but especially understand how powerful that service is and how it enables people each day.

Candidates should be asking questions on how these areas support their role, and compare to previous environments where they have been successful – and ask themselves if they have the same, more, or leas resources in order to be productive.

Employees should fins out how these areas support them, and start using them to their fullest. If you see something missing, ask about it and see if it can be changed. If it is, you may find that the organization is more enabling than you thought….but if it doesn’t respond…

The roles that are defined by an organization are always connected with others. How they connect and enable each role can have a significant effect on a persons success.

Place this into your consideration as you hire, promote, evaluate, or search for a new job.

Functional Support is part of Work Experience, one of the four corners of the Employer Value Proposition.

1 reply
  1. evelyn milani
    evelyn milani says:

    The Value Proposition for both employer and employeee is a good cultural match.

    A good cultural match can be uncovered before the hire is made by asking questions about
    -HOW work is performed in the company’s environment from a candidate standpoint and
    -HOW work had been performed in the environment where the candidate thrived.

    Past performance is a predictor of future performance. People will thrive in environments where work is performed similarly to how work was performed at their last best job.

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