Weekly Roundup: Expanded HR Roles
Posted on: August 6, 2015

Preparing HR for an Expanded Role

http://www.govexec.com/excellence/promising-practices/2015/08/preparing-hr-expanded-role/118907/?oref=river, August 5, 2015

Mr. Liff dives into the professional challenges facing human resource (HR) leaders in government.  Holding a place at the top of the list is the increasing need for HR experts to provide performance analytics to enable informed talent management and workforce planning decisions.  Additionally, HR staff should maintain a pulse on the culture, serve as a trusted advisor, and proactively address issues that may arise with employees and labor unions, thereby addressing problems before they spin out of control.

HR as a Business Partner

https://www.linkedin.com/pulse/hr-business-partner-mary-henry, August 5, 2015

The transactional human resources activities that used to be the focus of an HR department, such as payroll and benefits processing, are now only a portion of the staff’s responsibilities, claims Ms. Henry.  She highlights the importance of HR in aligning its talented workforce and business partnerships with the financial resources, mission and objectives of an organization.  In summary, HR plays an integral part in identifying and managing qualified employees to best meet the company’s performance, compliance and financial goals.

HR Needs to Raise its Game if it is to Take its Place in the Front Rank

http://www.forbes.com/sites/rogertrapp/2015/07/27/hr-needs-to-raise-its-game-if-it-is-to-take-its-place-in-the-front-rank/, July 27 2015

Mr. Trapp presents motivating advice to HR directors to maintain – and even grow – their prominence within the leadership team of an organization.  He points out that HR can greatly impact the end result of a merger, acquisition or a long-term strategy shift.  In order to communicate the benefits and concerns for major transformations, it is important for HR to both understand and speak the same language as the key decision makers, such as finance and IT experts.  Similarly, federal government HR leadership should also leverage close relationships with their functional counterparts to drive cohesive changes across the organization.