The Strategic Role of HR

By Dr. John Sullivan

1. Level One Information Management and Basic Transactions

• Processing of new-hire documentation, payroll, separations and benefits enrollment/changes
• Providing answers to employee and manager questions pertaining to policy, benefits, employment law

2. Providing Functional Services

• The formation of standardized processes and policies for requesting more staff, developing staff, compensating staff, and performance management.
• Basic reporting on the status of talent management efforts

3. Coordination of Efforts to Improve Productivity

• Development of tools and strategies to retain key employees
• The redeployment of employees from areas of low business impact to high
• The introduction of non-monetary motivation and recognition systems
• Usage of workforce analytics or metrics
• Coordinated efforts for knowledge capture, sharing, and management

4. Development of Competitive Advantage Through Talent

• Competitive analysis of people programs found in competing organizations
• Workforce planning and productivity forecasting
• Employment branding
• Competitive intelligence gathering

5. Develops Solutions to Strategic Business Problems and Opportunities

• HR involvement in turnaround swat teams
• HR consultation in product design and development efforts
• Analysis of workforce management impact on time-to-market and innovation
• Management of performance culture
• HR involvement in merger and acquisition planning

Please visit Dr. Sullivan’s site here for the complete article:
D J S

http://www.drjohnsullivan.com/