What's the Difference Between Strategic and Operational HR? Help Needed After Interview Question

Hi,

Please tell me the difference between strategic HR and operational HR. This was asked during an interview where I was not very confident in answering.

Regards,
Promila

Hi Promila,

A strategic HR approach means taking a long-term approach towards HR issues. Being strategic means operating HR programs or initiatives with the goal of making a direct contribution toward meeting major corporate long-term objectives. Rather than focusing on internal HR issues, a strategic focus means addressing and solving business problems through the effective use of people management programs.

The primary goal of strategic HR is to increase employee productivity and corporate revenue. "Being strategic means focusing on business problems that occur outside of HR."

Operational human resource management is about how you manage day-to-day issues and comply with the legal requirements of employing people. It covers the thinking, structure, and processes behind the people issues that determine an organization's success.

This may be a good answer?

Regards,
Deepu
<deepukumarck@hotmail.com>

This is about as simple as I can get it:

Operational HR - the process and tactical tasks HR performs in employee administration.

Strategic HR - the process of "shaping the workforce" towards the overall business strategies (usually involves a revenue measure). So, things like managing HRIS, data, and performance processes are not strategic; they are operational. When we talk about how we engage employees, increase workforce effectiveness, and enhance the required competencies needed for the business, we are moving towards strategy.

Doubledubs
http://systematicHR.com

Can somebody give examples of activities to be done in strategic HR? Is policy formulation within the scope of strategic HR?