Strategic HRM: Shifting HR's role from administrative functions to strategic partnership, aligning HR practices with overall business strategy.
HR as Value Creator: Emphasizing HR's contribution to creating value for the organization through talent management, leadership development, and culture building.
HR Competencies: Outlining the essential competencies required for HR professionals to become strategic partners, including business acumen, HR expertise, and change management skills.
Employee Champion Role: Balancing the advocacy of employees' needs and concerns while aligning those needs with organizational goals and strategies.
Administrative Expert Role: Optimizing HR functions by efficiently managing administrative tasks and implementing HR practices that support organizational objectives.
Strategic Partner Role: Collaborating with senior leadership to anticipate future challenges, develop HR strategies, and contribute to organizational decision-making.
Change Agent Role: Leading change initiatives within the organization by fostering a culture of innovation, adaptability, and continuous improvement.
Measuring HR Impact: Using metrics and analytics to measure the impact of HR initiatives on business outcomes and to demonstrate HR's value to the organization.
HR Transformation: Advocating for HR transformation and evolution to meet the changing needs of the business environment.
Building HR Credibility: Gaining credibility and influence by delivering measurable results and aligning HR initiatives with organizational goals.
|No of pages
|Harvard Business Review Press
|01 Nov 1996
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