change agent, conflict management, decision making processes, Dr David Ulrich, employee advocates, employee ownership, engaging key stakeholders, executive table, gain-sharing programmes, HR managers, HR practitioners, HR professionals, HR Roles, Human Resource Champions, management coach, performance evaluation, redesigning the recruitment, relationship management, Sahr Nadeem, strategic partner, strategic use of the workforce, succession planning policies, talent management initiatives, The employee advocate, the human capital, The strategic positioner, traditional record-keeping roles
In his book Human Resource Champions (1991) Dr David Ulrich, management coach and author, wrote about the need for HR professionals to step out of their traditional record-keeping roles if they want to become key players in organisations and drive business success through the strategic use of the workforce. To do so, HR practitioners in Pakistan should acquire skills that can enable them to assume the following three roles if their departments are to be relevant and influential.
The strategic positioner. Before asking for a seat at the executive table, HR professionals must redefine their role – from being the organisation’s administrative arm to becoming its strategic partner, able to manage its key asset – the human capital. This entails redesigning the recruitment, training and development, retention, performance evaluation and succession planning policies as well as work systems to ensure that employees are equipped with the skills required for implementing action plans despite budgetary restrictions and tight deadlines. Continue reading