Human capital is precious in any economic cycle, good or bad. With an anemic recovery and nothing but uncertainty on the horizon, now is the time to properly take account of all talent at work in the organization (full-time, part time, contingent/contract talent) and understand based on current trends in retirement, turnover, etc. how best to fulfill the organization’s talent needs.
July 20, 2010 | Joydeep Mutsuddi, Melissa Videtto, Pete Sanborn, Usha Mirchandani
Maximizing the effectiveness of HR to the organization requires transformation and a multi-pronged strategy. Every organization’s challenges are different as they try to enhance the role of their HR business partners.
An overwhelming majority of HR and business leaders want HR to play a strategic role in the organization, yet many HR departments have struggled to turn this dream into reality. Part of the issue is that what it means to be strategic is not well understood. In reality, it’s not the functions that HR performs but rather the way HR behaves – its motivations, goals, and how it gets things done – is what truly influences whether HR is perceived as strategic or not.