Get Ready To Move From Routine HR To Strategic HR! - CiteHR
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Get ready to move from Routine HR to Strategic HR!

The best thing is to prepare yourself and your organisation to move into strategic HR.

Strategic HR is not just the administrative dimensions of human resource functioning and much more than just the regular recruitment exercises, payroll, leave rules, annual appraisals, boring negotiations, and other not so exciting aspects.

Strategic HR is about taking an active part in the overall corporate strategy,

· It is about understanding the human resource needs of the organisation for the growth to happen.

· It is proactive in its very approach rather than reactive.

· It is not about recruiting to fill numbers but to strategise to attract the right candidate for the right job.

It is not about interviewing based on knowledge and skills alone but to actively look at Attitudes, Behaviours and thought processes that align with the job description.

The role of Strategic HR does not just deal with recruitment, induction, training, appraisals, exit or retirement. The strategic HR plays a vital role in getting the best out of every single human resource that the organisation has invested-in.

How to get them to produce maximum is the living mantra. Then getting the right people is not just yet another recruitment drive, but a well thought out strategy incorporating scientific tools and methods in getting the right people on board to take charge of right places in the strategic framework of organisations.

After recruiting comes the stage of optimizing their full potential to perform and contribute to the productivity of the company. This vital process is often ignored in most organisations. It starts with aligning individual strengths and competencies to the respective job based KASH – Knowledge, Attitudes, Skills & Habits, all of which can be measured with recent advances in the field of Behavioural Sciences.

Today, in this highly competitive market place one cannot afford to waste the precious resource of one’s personnel on jobs or assignments where they do not have the right strengths. The problem then is that people are placed at random in different jobs, driven more by an urgency to fill positions. But that does not give results as one cannot perform based on weaknesses. Today it is possible to measure people’s real strengths and powers to give them the job assignments in which they are good, which they like and hence likely to succeed. In their success and job satisfaction lies, the true success of the organisation.

It is time to change the way we look at HR, it is time to prepare for the exciting journey of strategic HR. Getting the best out of people’s potential is truly HRO – Human Resource Optimisation. If you want to take the right steps now, take it early so that you and your organisation are better positioned to work towards higher productivity and performance, not to mention profits.

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