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Question: I found your article in the Oct. 13 issue of SBT very interesting. I have over 20 years of HR experience in various roles and settings, including retail, banking and health care. Your comments about HR not being included at the executive table hit home for me. I’ve come to believe that HR is perceived the way it is because we’re beating ourselves. It’s too easy to view us as a cost center. Administering the health insurance plan, the compensation plan, etc. are viewed as costs. We need to promote the positive contributions we make. If we don’t, I have a hard time seeing how what you talk about (i.e., HR becoming a strategic partner) will happen. Your thoughts would be appreciated.

Answer: Let me begin by noting that I received similar messages from others who read the article you reference. Evidently, I touched a chord. As you will recall, my basic message was that HR needs to stop engaging in micro-level transactions and start undertaking work that supports macro-level matters that the organization is pursuing. In doing so, HR will improve its visibility and become more of a driver of organizational success.

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About the Author

Daniel A. Schroeder, Ph.D. is president of Brookfield based Organization Development Consultants Inc. (www.OD-Consultants.com) He can be reached at 262-827-1901 or Dan.Schroeder@OD-Consultants.com.. Read More »

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