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Defining What It Means To Be a Strategic Partner
Life in Workforce Management
Defining What It Means To Be a Strategic Partner
Share your stories of workforce-management success in contributing to your business' bottom line, as well as your tales of business bloopers and blunders.
I am in a public sector environment with multiple agencies-locations. This enterprise has been rapidly moving toward oursourcing the transactional aspects of HR, for all the usual reasons (cost saving
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Defining What It Means To Be a Strategic Partner
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Defining What It Means To Be a Strategic Partner
posted at 1/8/2002 4:01 AM EST
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Posts: 3
First: 1/8/2002 Last: 7/27/2004 |
I am in a public sector environment with multiple agencies-locations. This enterprise has been rapidly moving toward oursourcing the transactional aspects of HR, for all the usual reasons (cost savings, leveraging state of the art technology, allowing for concentration on core missions, etc.). The problem is that all the emphasis is on divesting the organization of the processes and transactions for which the service provider will now be responsible, and the issue of what the residual HR offices are expected to deliver has only been addressed conceptually (very high level, no specific goals/objectives outlined). I'm wondering if they are ever going to address it. In the interim, how does one capitalize on being "liberated" from the non value-added paper pushing? Exactly what specific roles and competencies would you recommend that the residual HR staff start preparing to assume? |
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Defining What It Means To Be a Strategic Partner
posted at 1/8/2002 4:53 AM EST
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Posts: 2
First: 1/8/2002 Last: 1/8/2002 |
I would prepare myself to ensure all HR staff have the core competencies that are required of good leaders: good leadership skills, good business skills, and good personal skills. An excellent book to guide you is by the Drucker Foundation: The Leader of the Future by Frances Hesselbein, Marshall Goldsmith & Richard Beckhard. Develop a human resources' business plan to support the organizational's goals, commit publically to your plan, set your timeframes and implement your plan. Monitor the progress of the plan. Your effectiveness as a business unit should soar! |
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Defining What It Means To Be a Strategic Partner
posted at 1/14/2002 10:49 PM EST
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Posts: 9
First: 1/9/2002 Last: 1/14/2002 |
The way you move away from the paper pushing role of HR is to show how it adds value to an organization. Ask yourself this question, "How can I get HR invited to the decision making table? How can I make the CEO and the other business partners such as the finance department take HR seriously?" In many organizations, HR continues to be a touchy feely kind of job which doesn't brand HR very effectively as a strategic partner but rather as an expense. In order to become a strategic partner, you have to demonstrate how HR can bring value to the organization through hard metrics and proof. Besides the core competencies that HR professionals need to know, they must also need to be able to forecast trends, prepare effective workforce planning, calculate ROI and prepare cost benefit analysis, develop research and benchmarking skills, and analyze and interpret data. Without any proof through metrics and benchmarking to show that your process works, the other functions of the organizations will not take you seriously as a strategic business partner because you can not prove you are adding value to the organization. |
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