The HR Consigliere

A recent blog post on SystematicHR.com brings to the fore an interesting point about the perception of HR as simply an overhead function.  Why is it that HR traditionally has not been empowered to help dictate the business agenda that drives a company? 

Part of the answer has to do with some of the more mundane tasks with which HR typically is associated.  After all, this is the group most workers contact first when they want to alter their payroll deductions or adjust the make-up of their 401(k). 

Overcoming the flawed perception of HR as nothing more than a cost center has long been a challenge for industry professionals. Fortunately, the transition from tactical HR to strategic talent management is beginning to take place, and technology is a big reason why.

State-of-the-art talent management software is providing HR with new and previously unavailable insight into the strengths and weaknesses of their organizations.  Beyond the efficiency and compliance benefits commonly associated with advanced talent management software, the latest systems also provide a cross-functional view into recruiting, performance, compensation and development data.  When HR can evaluate this content as a whole, rather than in pieces, their ability to make strategic business recommendations and adjust to changing company needs quickly increases significantly.

Through increased visibility, HR becomes a coach to the organization, a consigliere .  The strategic HR advisor is attuned to the organization’s highest priorities, and understands the competencies and skills required to meet them.  When the company states its desire to expand R&D in a particular product area, HR is uniquely equipped to assess whether the organization needs to recruit new employees, or if the requisite talent already is on board.  Likewise, if the company must decide whom to promote to an open senior management position, HR has unparalleled insight into how each candidate has performed historically and what is their preferred development path.

Talent management systems alone won’t make HR a more strategic advisor, but the depth and breadth of data now available will empower the most forward-thinking professionals.  Leveraging this resource, HR can make great strides toward clarifying misconceptions about the value of HR to an organization.   Check out more information on increasing the strategic value of HR in your organization within the Workstream podcast series.

~  Gary Damiano, SVP Marketing, Workstream