Some industry experts call Human Resources the last stronghold of bureaucracy. In the past, the role of HR has been to serve as the enforcement tool of top management. Perhaps it’s time to take another look at this vital role.
In most corporate cultures, HR usually serves executive agendas first. Staff needs seem to trail far behind. HR has frequently been viewed as a road block by much of the rest of the organisation. While this role still remains, HR must mirror the needs of a dynamic, ever-changing operation. HR should be able to see what’s coming around the corner and act n advance to ease transition and pave the way for comfortable growth.
Within this scheme, Human Resources acts as a strategic partner, not a mid-level blocker. HR can be an employee sponsor, a vocal advocate and a change mentor.
Strategic Partner
In today’s fast-moving business world, HR managers need to think of themselves as strategic partners. This is the only way to remain relevant. In this role, HR contributes to the growth, goal-setting and achievement of the company-wide business plan and objectives.
Human Resources objectives are established to support the overall business plan. By becoming a strategy ally, HR can be a crucial part of the business plan and objectives. The tactical HR team is deeply knowledgeable about the design of work systems in which people succeed and contribute. This strategic partnership impacts HR services such as the design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development. There is a wealth of information available on the web if you want to read more about transforming your HR person into an in-house strategic consultant. The Human Resources Management site is a good place to start.