Monday, June 28, 2010

How Can an HR Professional Move From Tranactional to Strategic?

Last week I had the honor to present at HR Helping HR an event hosted by SHRM-Atlanta.  The event was designed to assist HR professionals in transition with tips, networking and workshops. It was a great event.

I delivered a presentation on 10 HR Trends: HR 2.0, What's Next?  I had many great questions and wanted to discuss one of the questions here on my blog today.

Fatima Goins, an HR colleague and friend asked, "How do you change your perception of being a transactional HR person to one that is perceived as strategic?"

You can hear my quick answer here:

So, I wanted to ask your opinions on other ways for an HR professional to be seen in a strategic sense.  How have you moved from a "transactional" brand to a "strategic" brand?


Michael D. Haberman, SPHR said...

I think one way of moving to strategic is to present solutions to business problems that go beyond the day-to-day HR issues. Looking ahead to things like "In the 4th quarter it is anticipated our revenues will rebound. At that time we will need to do some hiring. But we will need a different skill set. Here are the the anticipated problems in finding this skill set, the sources for finding this skill set, the current wages for this skill set, and a timeline we need to understand in aquiring this talent."

Presenting this type of resolution to a business problem will look strategic as opposed to mgmt. coming to you and saying we need to do some hiring.

Unknown said...

Thanks Mike, what an excelent example. That is the kind of value we should be adding on a daily basis. Thanks as always for your valuable insights.

Barbara A Hughes said...

Your advice is great no matter what function we operate in in our companies. This issue is one of, "what is my personal business strategy?"; really not very different from a company's business strategy. Where do I want to compete/what do I want to be successful at? How am I going to do that? What are the options? What is my competitive advantage/core competency?
And once you have the plan, its a matter of executing and this is where your advice and Mike's suggestions come in. I would add: find a mentor who can help crisp up your ideas; network inside AND outside the organization so you know what's going on inside the company but you're also bringing fresh ideas into the work environment as well.

Anonymous said...

I think that you move from transactional to strategic when you know and understand a company and its leaders well enough to anticipate what the future needs of the organization and go to mgmt before someone comes to you.