How Can HR Become More Progressive?

HR should think of itself not as "HR people," but as business people responsible for maximizing one of the key resources in any business - the human capital. There are nine strategies that HR should consider implementing that will signal the true leadership role HR intends to take by adding value and impact, and driving bottom-line growth. To distinguish itself as a progressive business function that has a direct impact on the bottom line, HR should "master" the following:

1. Master the business and culture. Beyond proficiency in HR practicies, progressive HR executives have mastery in critical areas where traditional HR organizations may be lacking. They have equal command of HR and the business they are supporting, and have mastered the fundamentals of getting organizations and people to change.

2. Master talent and development. Progressive HR departments will have a holistic understanding of where the business is headed, followed by an ability to acquire and develop the HR talent necessary to successfully compete in the new marketplace.

3. Master customer focus. Progressive HR departments will think of HR as a business, which leads them to ask, "Who is the customer for each of our products?". These HR departments are very deliberate about creating products and services to meet an articulated or unarticulated customer need.

4. Master technologies and tools. Progressive HR departments have revolutionized performance management and made it business oriented. Because they understand, anticipate and respond to changing business needs and markets, they are able to align the tools and techniques of HR with the development of the business.

5. Master relevance. Progressive HR departments will maximize their contribution to the company by ensuring their offerings continue to be relevant. Like business models, competency and compensation models and other tools and strategies, need to be constantly realigned with the life spans of business strategies and organizational goals.

6. Master market alignment. Progressive HR departments will not only continue to align themselves to the business, but also to the market. Benchmarking outside their organizations allows them to recognize where the industry is headed in terms of knowledge, management, productivity, employee engagement and other trends. Everywhere the nature of work is changing, and progressive HR departments either lead that change or are at least aware of it and adapt accordingly.

7. Master value measure. Progressive HR departments have sophisticated tools and techniques to measure the value and impact of what they deliver, rather than its mere quantity. For example, in recruiting, progressive HR departments will measure not only the speed of landing a candidate, but how quickly the new associate can reach 100 percent effectiveness.

8. Master focus. Progressive HR departments understand they must prioritize their most strategic offerings. They ask: Where is the greatest leverage for HR? What should we deliver and what can be outsourced for greater efficiency and savings?

9. Master performance expectations. Progressive HR departments will look beyond the individual to every level where performance is strategically important. They will engage at the level of team, division, joint venture, partnership and acquisition.