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/
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