Structuring the Strategic Human Resource Department
People may be the only sustainable source of competitive advantage. With that
in mind, many organizations are challenging their human resources function
to focus attention on strategic priorities that will help the business to succeed.
While the traditional human resources function addresses administrative, compliance
and functional support, a strategic human resource function focuses on building
the organization’s ability to effectively compete by developing and implementing
solutions to people-related business issues.
Assessing your current human resources function and shifting efforts toward
a more strategic orientation will require your organization to consider the
following:
Do we know what necessary key human resource capabilities are needed
to support our organization’s growth in the next five to ten years?
How
do our current capabilities align with these needs?
How is the current
human resource function attracting, retaining and developing critical talent?
What
is being done to build a high performance work organization?
Does the
human resource function align people with the business, thus building commitment?
What
is the overall quality of human resources’ responsiveness,
reliability and problem resolution?
How is the human resource function
adding the greatest value at the smartest cost?
The Human Resource Department is experienced in the assessment of human resource
capabilities, as well as structuring and supporting the development of the
strategic human resource function in multiple industries, private and public
sectors and nonprofit organizations. We will work with your leadership team
to:
Identify the key business needs that must be met by human resources.
Assess
the existing human resource function from customer, employee, financial and
operations perspectives.
Develop collaboratively a strategic human resource
plan, including:
Streamlining existing administrative support and transactional
service work through application of technology, outsourcing and process
redesign;
Expanding
consultancy and change leadership roles and capabilities;
Creating a strategic
staffing plan for the human resource department that includes structure,
staffing ratios, capability descriptions, and compensation recommendations.
Provide
execution assistance with the strategic human resource plan, as required.
