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A number of HR practices and programs are significantly associated with a stronger strategic role for HR, including: Having an HR strategy that is integrated with the business strategy The use of information technology Focusing on HR talent development Having HR activities that focus on organization design, organization development, change management, employee development, and metrics Using computer systems for training and development Having effective HR metrics and analytics Having an HR staff with technical, organizational dynamics, business partner, and metrics skills
Thank you very much all of you for your valuable input in answering this question.
Kind Regards
Zafar Iqbal
HR is already a player.
any person joining the company through HR must be an added value.adding value through human resources is supporting the company's goals and mission statements.
every department works and functions to support the company's goal and mission statement.
HR can be a corporate leader in any organization by doing:
1. Minimize the unnecessary cost.
2. Increase the productivity of employees.
3. Reduce turnover.4. Reduce staff grievance.
5. Improve the relationship between employer and employees.
6. Staff engagement.
7. Provide learning and development opportunity.
YES IT CAN happen..However management should also look into the character and willfull aspects of an individual.
the right person in the right position to acheive the organization goal
Dear Khalid
The role of HR has been changing from a support role to a business partner, as organizations are getting dynamic and working globally and this demand to respond and update accordingly. The details which you had mentioned in details are various form and role of HR professional. There is a huge growth of HR role as HR Business Partner (HRBP) where the experienced candidates have been assigned the role in the assign divisions where they are managing the talent acquisition, management and L&D intersventions. The role of technology could not be eliminated as we are into analytics a lot to make informed decisions. Thus, HR has been working as strategic partner with key business decision makers and the success of organization is equally come from HR. So be assured to be a strategic role and keep yourself business savvy and updated with latest trend and technologies in this field.
Corporate Strategy: how HR can become a player?
Compliments for the answer given by Mr. Vembu.In many companies HR is seen as an administrative-transactional department, for 65% that will always be the case to do the basics right and many HR and managers do not give enough attention to this (or as paradox they give too much attention to it). Get the basics right is very important but most processes can be redesigned with clear front-back office and support functions within HR. HR and management need to be aligned to analyze, discuss and target the future of the company.
Besides "knowing the business" HR must show a certain drive to be pro-active, to do better and to demonstrate your experience by thinking out of the box, and giving recommendations and smart HR solutions instead of "following" the manuals.
Many HR teams may do a better job to share best practices to avoid inventing the wheel every time.
I believe that routine, transactional HR professional cannot really contribute to any strategic planning process. Only those HR people who UNDERSTAND the business well, the FUTURE DIRECTION of the company well, the COMPETITION well enough, and can visualize how all these interplay - can contribute to strategic planning.
Where can they contribute - they can add value in areas of manpower planning and optimization, devising innovative means to reward best performers and ensure they never leave the organization (rewards and recognitions), mapping out the competition (their people strategies), getting the best and most critical people from the competition to join them, and most importantly talk with facts and data. Too many HR people talk from gut-feel, broad judgement packaged as "understanding people pulse" etc.
