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- What is the Facilities function
- Common Activities in the Facilities function
- The Primary Acts and Regulations governing Facilities
- Available Standards for the Facilities function
- Where to go for authoritative Guidance
- Valuable Skills for those performing the Facilities function
- The use of 3rd parties to provide the Facilities function
Starbucks was founded around the experience and the environment of their stores. Starbucks was about a space with comfortable chairs, lots of power outlets, tables and desks at which we could work and the option to spend as much time in their stores as we wanted without any pressure to buy. The coffee was incidental. — Simon Sinek
What is []?
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Common Activities
There is a range of activities usually undertaken to manage [], including :
- Activity #1
- Activity #2
Primary Acts and Regulations
Here’s a list of the major pieces to illustrate the size and complexity of the [] function:
- Reg #1
- Reg #2
Available Standards
As with many management functions, there are a number of general standards which could be applied to HR, such as ISO 9001 Quality Management. There are, however, a number of British and international standards aimed at the [] function:
- Standard #1
- Standard #2
Authoritative Guidance
Valuable Skills
The skills required by those involved in [] can be broken down into 3 areas:
Individual Skills
- Analytical – Analysing problems and challenges with perceptiveness, insight developing innovative thinking.
- Technological – Making use of various technologies to best advantage and spotting the possibilities in emerging technologies.
- Researching – Collecting and using data effectively and integrating that learning into the organisation
- Quantitative – Working with statistics, metrics and other data to interpret and predictive good courses of action.
- Legal-minded – Viewing situations from a legal perspective and drawing out the applicable points. Maintaining a good understanding of relevant laws and then making sound judgments based on good legal advice.
Team Skills
- Emotional intelligence -Understanding the emotional state of yourself and others and making effective use of this information to influence behaviours.
- Project management – Planning, delivering and controlling HR projects
- Decision-making – Making decisions in a timely and well-informed manner
- Business Conscious – Understanding the way the business works and how HR can affect its performance and success
- Independent – Keeping to the standards of the HR professional body, all workplace regulations and applicable standards.
Organisational Skills
- Ethical and professional – Acting with honesty, integrity, self-confidence and empathy. Dealing with any conflicts of interest and the need to protect the public.
- Relationship management – Building a useful network to promote organisational growth and then establishing productive working relationships.
- Influencing – Discovering solutions that balance the interests of all parties and communicating persuasively
- Leadership – Build and lead successful teams whilst demonstrating competence in policy setting, planning, collaboration, process and procedural design, using feedback, and managing conflict.
- Unifying – Integrating the wide range of HR techniques and practices into the organisation and proving its value.
Service Providers
Conclusion
Blue Sky Stinking
Free Business Podcast
Another way to learn more about the functions in your organisation is to listen to our business-focused podcast.
Episode 6, I Have A Dream, covers some of the aspects of the Facilities function and we discuss the difficulties of setting up premises with an experienced Facilities manager.
