How well do you understand your company's business economics?
Do you read the data and business publications (not HR publications) that your top management reads and relies on, so they are not frequently bringing you up to speed--or worse, leaving you out of the discussion?
Do you show awareness that HR is a cost center, not a profit center, and constantly and conspicuously seek returns on the investment your company makes in its HR function?
Do you look for ways to keep your highest producers at the company, and let your lowest producers leave and go to work for your competition?
Do you resist adding faddish, low-value benefits and instead fight for important benefits that have greater impact on employee loyalty, motivation and retention? (Read more about the negative reactions when Hewlett-Packard slightly reduced the number of telecommuters in its huge workforce.)
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