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Strategic HR Put yourself to the test

Strategic HR Put yourself to the test DEPARTMENTS AT A GLANCE STRATEGIC COMMENTARY STRATEGIC COMMENTARY , e-HR HOW TO… PRACTITIONER PROFILE Thought leaders share their views on the HR profession and METRICS its direction for the future HR AT WORK REWARDS RESEARCH AND RESULTS Strategic HR: put Robert “Jake” Jacobs is a partner in Mercer Delta Consulting’s change yourself to the test leadership practice. His new book, You Don’t Have to Do It Alone: How to Involve Others to Get Things Done, is a Robert “Jake” Jacobs offers five simple questions to help you gauge how primer on the five steps HR executives can apply to strategic you really are – and what to do if your score is disappointing. effectively implement organizational change. here are few who debate that the •Is your HR agenda in line with and each situation to make it happen? most pressing issue facing HR supportive of the overall business What did others do? Repeat this process Texecutives and their organizations strategies? (If so, which five specific for the items where you marked “no.” is the shift from transactional areas can you point to where this is Review the lists. Look for patterns and administrators to strategic business true?) themes. From this analysis, identify partners. This however leads to two • Do you have a standing meeting with ways you can increase your impact in important questions: your CEO to provide advice and the future. 1. How do you know where your HR counsel regarding the entire If you answered “yes” to four or five organization rates on this enterprise, not just HR strategies and of the questions, you’re already adding developmental curve? plans? (If so, what topics have you exceptional value as a strategic business 2. What specific actions can you take to been working on in these sessions?) partner. It’s time to make a difference make this shift more efficiently and •Are you implementing “frame- in other parts of the organization. effectively? breaking” change initiatives that are Identify places to deploy HR’s enabling the organization to meet competencies that will accelerate and The assessment below will answer both of critical business targets? (If so, which sustain needed change. Meet with these questions. One note though before two major initiatives have you leaders in these areas. Explore and you begin: respond honestly. No one is implemented in the past year?) agree with them how to apply your looking over your shoulder to see how know-how to their change challenges. you score. The questions in parentheses #2. Tally your score provide a “quality control” function. If If you answered “yes” to none or one of #3. Take action you find yourself struggling with these, the questions, you have significant Before you begin implementing the revisit how you responded to the original opportunities to create additional value. ideas you generated, think through the question. Think about working with other senior two questions below: leaders (within HR and outside) to • Whose input would be worthwhile to #1. Ask yourself five questions develop a clear vision for your new add to your own thoughts? •Are you deeply involved in and make work. Reflect on which allies could aid • How can you recruit them to gain solid contributions to business strategy your progress. Get ready to re-negotiate their insight? decisions in your organization? (If so, your role with your CEO. You have an which three decisions were you exciting and challenging journey ahead. That way you’ll make smart decisions if involved in during the past six months If you answered “yes” to two or – and how – you make changes to your and what value did you add?) three of the questions, you’re doing a HR role, strategies and plans. Now • Have other senior executives told you solid job but still have a good deal of return to your self-assessment. If you that your HR organization is setting room for improvement. In this case, didn’t score a five, what will it take for the bar for effective organizational make two lists. On the first write down you and your HR organization to get change in your company? (If so, who all the reasons that led to your “yes” there? told you and when?) responses above. What did you do in Volume 4 Issue 1 November/December 2004 3 http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Strategic HR Review Emerald Publishing

Strategic HR Put yourself to the test

Strategic HR Review , Volume 4 (1): 1 – Nov 1, 2004

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Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
1475-4398
DOI
10.1108/14754390480000566
Publisher site
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Abstract

DEPARTMENTS AT A GLANCE STRATEGIC COMMENTARY STRATEGIC COMMENTARY , e-HR HOW TO… PRACTITIONER PROFILE Thought leaders share their views on the HR profession and METRICS its direction for the future HR AT WORK REWARDS RESEARCH AND RESULTS Strategic HR: put Robert “Jake” Jacobs is a partner in Mercer Delta Consulting’s change yourself to the test leadership practice. His new book, You Don’t Have to Do It Alone: How to Involve Others to Get Things Done, is a Robert “Jake” Jacobs offers five simple questions to help you gauge how primer on the five steps HR executives can apply to strategic you really are – and what to do if your score is disappointing. effectively implement organizational change. here are few who debate that the •Is your HR agenda in line with and each situation to make it happen? most pressing issue facing HR supportive of the overall business What did others do? Repeat this process Texecutives and their organizations strategies? (If so, which five specific for the items where you marked “no.” is the shift from transactional areas can you point to where this is Review the lists. Look for patterns and administrators to strategic business true?) themes. From this analysis, identify partners. This however leads to two • Do you have a standing meeting with ways you can increase your impact in important questions: your CEO to provide advice and the future. 1. How do you know where your HR counsel regarding the entire If you answered “yes” to four or five organization rates on this enterprise, not just HR strategies and of the questions, you’re already adding developmental curve? plans? (If so, what topics have you exceptional value as a strategic business 2. What specific actions can you take to been working on in these sessions?) partner. It’s time to make a difference make this shift more efficiently and •Are you implementing “frame- in other parts of the organization. effectively? breaking” change initiatives that are Identify places to deploy HR’s enabling the organization to meet competencies that will accelerate and The assessment below will answer both of critical business targets? (If so, which sustain needed change. Meet with these questions. One note though before two major initiatives have you leaders in these areas. Explore and you begin: respond honestly. No one is implemented in the past year?) agree with them how to apply your looking over your shoulder to see how know-how to their change challenges. you score. The questions in parentheses #2. Tally your score provide a “quality control” function. If If you answered “yes” to none or one of #3. Take action you find yourself struggling with these, the questions, you have significant Before you begin implementing the revisit how you responded to the original opportunities to create additional value. ideas you generated, think through the question. Think about working with other senior two questions below: leaders (within HR and outside) to • Whose input would be worthwhile to #1. Ask yourself five questions develop a clear vision for your new add to your own thoughts? •Are you deeply involved in and make work. Reflect on which allies could aid • How can you recruit them to gain solid contributions to business strategy your progress. Get ready to re-negotiate their insight? decisions in your organization? (If so, your role with your CEO. You have an which three decisions were you exciting and challenging journey ahead. That way you’ll make smart decisions if involved in during the past six months If you answered “yes” to two or – and how – you make changes to your and what value did you add?) three of the questions, you’re doing a HR role, strategies and plans. Now • Have other senior executives told you solid job but still have a good deal of return to your self-assessment. If you that your HR organization is setting room for improvement. In this case, didn’t score a five, what will it take for the bar for effective organizational make two lists. On the first write down you and your HR organization to get change in your company? (If so, who all the reasons that led to your “yes” there? told you and when?) responses above. What did you do in Volume 4 Issue 1 November/December 2004 3

Journal

Strategic HR ReviewEmerald Publishing

Published: Nov 1, 2004

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