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What are the different levels of the strategic role of HR?

By Dr. John Sullivan

  1. Level 2 Information Management and Basic Transactions
  • Processing of new-hire documentation, payroll, separations and benefits enrollment/changes
  • Providing answers to employee and manager questions pertaining to policy, benefits, employment law
  1. Level 2 Providing Functional Services
  • The formation of standardized processes and policies for requesting more staff, developing staff, compensating staff, and performance management.
  • Basic reporting on the status of talent management efforts
  1. Coordination of Efforts to Improve Productivity

 

Read: The Path to Strategic HR

  • Development of tools and strategies to retain key employees
  • The redeployment of employees from areas of low business impact to high
  • The introduction of non-monetary motivation and recognition systems
  • Usage of workforce analytics or metrics
  • Coordinated efforts for knowledge capture, sharing, and management
  1. Development of Competitive Advantage Through Talent
  • Competitive analysis of people programs found in competing organizations
  • Workforce planning and productivity forecasting
  • Employment branding
  • Competitive intelligence gathering
  1. Develops Solutions to Strategic Business Problems and Opportunities
  • HR involvement in turnaround swat teams
  • HR consultation in product design and development efforts
  • Analysis of workforce management impact on time-to-market and innovation
  • Management of performance culture
  • HR involvement in merger and acquisition planning

 

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