Highly Performing Human Resources

Today, we see huge changes in Human Resources Management. HR is changing itself from the reactive HR to the real proactive Human Resources Management. It is painful, but it is extremely important for the high performing organization to have Human Resources, which drives the human capital development and does not leave the whole effort in the hands of the line management. The highly performing Human Resources (HR) understands the business strategy of the organization, knows the job market and finds the competitive niches for the organization to distinguish it from the others.

Developing the highly performing Human Resources is a tough job as HR has to find its way how to communicate with the top management, getting their buy-in for the HR initiatives and becoming the real contributor to the strategy setting discussions. HR was not involved in the strategic discussions as the managers knew, HR will do, what is necessary to be done. Today, HR has to become the partner in the discussions as the activities can be planned and HR initiatives are fully aligned with the business strategy.

Human Resources has to make a deep analysis of the HR Processes used in the organization and compare them with the business and HR Strategy as the main initiatives can be identified and approved by the top management. The proactive Human Resources always brings the proposals to the Board as they are approved by the senior management and Human Resources feels the commitment of the top management to introduce large changes into the daily work with the human capital to increase the overall efficiency of the organization and to build the competitive advantage.

Human Resources is not asked to bring isolated HR Processes anymore, Human Resources has to bring the complex HR solutions for the performance management of the human capital in the organization. It is a big change as the managers in HR are not used to co-operate closely, but they usually design and develop the isolated processes, which can work perfectly, but the top management and the line management does not see the whole picture and they are not able to utilize the benefits of the HR solution.

The proactive and highly performing Human Resources is not focused just on the pieces of HR Job (like Compensation Strategy, Talent Management), but it is able to connect the different HR Processes and brings a solution to the organization, which is used naturally by the managers without a special push from the top management side and Human Resources.