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Moving from an administrative role to a strategic role—HR Pros


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From an administrative function, human resource management, has evolved into a strategic function. Professionals are expected to think on the lines that impact the business bottom line directly, rather than indirectly. This has put immense pressure on human resource professionals to become more strategic. Recruitment, learning and development, compensation and benefits, and each HR function has turned more strategical!

This post lists ways in which HR pros can become more strategic in their action and approaches.

1. Learn business

Susan Heathfield, a well-known blogger in human resource management space, suggests that in order for human resource professionals to be more strategic, they need to develop greater business acumen. If professionals develop a better understanding of business, it will be easier for them to connect employee rewards, programs, and other benefits to business goals. Human resource professionals will be better able to talk and put forward their ideas to leadership. Human resource professionals have good ideas on increasing productivity, engagement, and building employee relationship. However, before that, they must learn – how to put forward those ideas to leadership. In order to attain business acumen, working professionals can pursue international HR certification .

2. Think Analytically

Allison Flynn, Organizational Development Specialist, says, it is important for HR professionals to think in numbers. For this, they are required to present HR metrics to business leaders. To further develop their role, they should probe leaders and understand business metrics. Further, tie HR metrics to business metrics. For instance, how does employee satisfaction correlates to revenue?

3. Adopt data-driven approaches

Erik Smetana, author of HR field guide says, HR has always been thought as a tactical role, and never perceived to like numbers. In order for HR professionals to be strategic in their role, it is necessary for them to disrupt this notion. Big data has emerged as an important tool to leverage. Setting up the HR analytics tool and using it to derive insights to increase productivity is a good tactic. An ideal way to get knowledge for data-driven approaches would be to pursue global HR certifications, available for working HR professionals. These technologies are new and certifications help to learn and get an in-depth understanding of it.

4. Attaining a result-oriented mindset

Most HR teams work on executing tasks, not on delivering an impactful result. As Allison Flynn, suggests, tying a tangible impact would make HR professionals more strategic in their approaches and achieve desired results. This tangible number should align with business goals. Talking to business leaders and understanding the end result expected will help to craft effective HR strategies and building better recruitment processes.

In summary, as companies are increasingly thinking about the human resource as a strategical function, professionals should begin to think and change their approaches accordingly. At the core of a strategical function lies, the responsibility to build a business and result-oriented processes, which is possible if professionals understand the business inside out, develop analytical approaches, and communicate with business leaders well.

Putting some of the above steps to use will help you build a mindset for strategic approaches and carry out result-oriented operations. So if you’re looking to become strategical, these are initial steps you can take and further build on to become HR strategical thinkers!


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