Human Resources Strategic Direction

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Human Resources Strategic Direction

The decisive difference in the business climate of any organization is determined by strategy. A successful execution of a business strategy, being the ultimate goal, if inclusive of the Human Resources Department, then like all other departments within the organization will be strategy-driven. Human Resource’s future, by understanding the paramount importance of human and intellectual talent, is on the verge of becoming seen as more of a strategic business partner within many organizations today. Organizations are beginning to understand the validity of tying human capital into the critical skills, knowledge, and competencies needed to be competitive. This paper will attempt to show. What I believe the future of Human Resources will be. No longer solely implementing policies and programs, perceived only as an organizations administrative tool. However will eventually be seen as a legitimate, strategic, business partner.

Strategic vs. Benchmarking

Before looking at what the future of Human Resource Management (HRM) may hold.

Hylton 2

It is important to understand the difference between HR as a strategy and organizational benchmarking. Strategic HRM is the linking of HR, with the strategic goals and objectives of an organization. Strategic HRM is a partner in the formulation of the company’s strategies as well as in the implementation of those strategies through HR activities, i.e. recruiting, selecting, training, and rewarding personnel, “HR professionals should judge their performance relative to their firm’s own strategy rather than the HR efficiency of other organizations” (Becker, Huselid, 2003, p. 58). This is an effort to improve business performance, thus developing organiza...

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...Schoonover (2000) HR Competencies for the Year 2000:The Wake-Up Call!

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Patrick Wright, Lee Dyer, and Michael G. Takla (2000)"Execution: The Critical 'What's Next?' in Strategic Human Resource Management" A working paper from the Cornell Center for Advanced Human Resource Studies, 99 – 11.

Boudreau, John W. & Ramstad, Pete M. (2000) “Professional Business Partner” To “Strategic Talent Leader”: “What’s Next” for Human Resource Management, A working paper from the Cornell Center for Advanced Human Resource Studies, 02 – 10.

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