Strategic HR

Does HR involve itself into the business? Can HR identify and leverage strategic advantages in the company? It should, but it rarely happens. We, the HR professionals, need to ask ourselves why HR has not been ‘invited’ nor involved in strategic planning? Is it possible that HR has never shown its strategic abilities?

Even when companies acknowledge the importance of HR, they relegate this division and think of it only as an ‘employees solving problems’ and ‘employees provider’ area. Along with managing people, it also means ensuring that the technological and financial resources of the company are used efficiently. However, HR professionals are stereotyped; regarded as purely ‘people’ orientated and not having the foresight or the skills necessary to help the business engage with the market. This is a misconception andworse still we might be encouraging it.

The solution is to ensure that HR staff and consultants are updated on market issues, not only with the new techniques of motivation, training and hiring. It is important that HR Professionals get involved with economic and social issues, as well as market tendencies to support their main knowledge. HR Professionals must be one step ahead.

This abstract was taken from Esteban E Fernandez Drovetta, article written for HRINZ publication titled "Strategic HR, please see the article listed below.

Relevant Related Websites:
SSC Report on Measuring Human Capital
Department of Labour - Workplace Productivity Report