Strategic Human Resources: Avoiding Circular Conversations

We've talked forever about the need for Human Resources to become more strategic. Part of this is for HR people to act more strategic and understand the business of their organizations. You can't get a seat at the executive table if you have nothing to contribute to the overall policies, direction, practices, and profitability of the company. Or, you may have a seat, but you will feel consistently as if you are not contributing. And, the other executives will notice and disrespect you, too.

Today's guest author, Paul M. Meese (pictured), has extensive experience in both operations and Human Resources. He makes a case for connecting Human Resources objectives to the financial needs and losses of the company and provides a couple of useful examples. This is the single area in which I believe many Human Resources people most struggle to contribute. How do the Human Resources programs and functions actually contribute to the health of the business?

If you can nail this area in your company, you'll have that seat and the influence and opportunity to impact employee lives that come with it. These thoughts will help. Learn more about strategic Human Resources.

More About Strategic Human Resources

• Recession Planning for Employees.
• How to Implement Strategic Planning: Vision Statement, Mission Statement, Values, More.
• Strategic Planning Pitfalls - to Avoid.
• A New Role for HR: Support Your Company's Brand.

_{Image © Paul Meese}