8 Keys to Strategic HR Leadership
Every Human Resource Professional I know wants either more respect or a seat at the Executive Conference Table. If this is true, then why aren’t more Human Resources Professionals getting the respect they deserve and desire. Likewise, when I talk to both C-Level Executives and Middle Management Executives I hear a similar tone regarding the respect level towards the HR teams. These Executives want their Human Resources Professional to be more Strategic in their thinking and take an active Leadership position in acquiring and developing the talent needed for the future success of their organization. The Good news from this research is the overall goal for both Executives and Human Resource Professionals are the same – get to the Executive Conference Table while taking a clear strategic leadership approach for the Talent Management side of the business.
The question is now what steps must a Human Resource Professional execute to get the respect they desire and deserve in this critical success position. Ultimately, you earn it by being a proactive leader by enhancing the overall performance and productivity of the organization. Your expertise comes from using the selection and development resources processes for now and the future. Here are the eight keys to moving to into a Strategic HR Leadership position… 1. Position the HR Team
Sounds like a marketing function, yet it is your job. Begin to think and act like a Strategic Leader by using ROI in your discussions, measure things related to productivity and report the progress of key indicators of performance. An example would be to calculate productivity numbers like dividing a division or company sales by payroll or number of employees. This will provide a measureable number to track regarding industry trends, standards, and the quality of management policies upon performance. Also, track the trends and be prepared to explain changes. 2. Discover Patterns & Change...
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