{"id":23796,"date":"2024-07-09T08:40:05","date_gmt":"2024-07-09T08:40:05","guid":{"rendered":"https:\/\/hrfactory.ee\/hr-as-a-strategic-partner\/"},"modified":"2024-07-09T08:40:53","modified_gmt":"2024-07-09T08:40:53","slug":"hr-as-a-strategic-partner","status":"publish","type":"post","link":"https:\/\/hrfactory.ee\/en\/hr-as-a-strategic-partner\/","title":{"rendered":"HR as a strategic partner"},"content":{"rendered":"\n

Meet-Up HR In The Crisis<\/strong><\/h1>\n\n\n\n
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In today’s business world, the role of Human Resources (HR) is often misunderstood and underestimated. Instead of just taking on administrative tasks, HR has the potential to be a strategic partner for the success of the company. It is time to redefine this role and position HR as a central player in the corporate strategy.<\/p>\n\n\n\n

In order to move from reflection to forethought and from reaction to action in this context, HR factory hosted a joint meet-up at Smartvillage Schwanthalerh\u00f6he with HR experts from various companies and speaker Christine Kirbach.<\/p>\n\n\n\n

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HR at the decision-makers’ table: More than just a phrase<\/strong><\/h2>\n\n\n\n

The call for HR to sit at the decision-makers’ table is omnipresent. But how often do we actually see this in practice? HR must play an active role in shaping the corporate strategy to ensure that HR policy is in line with the overarching business objectives.<\/p>\n\n\n\n

Focus on the core business: customers, products and services<\/strong><\/h2>\n\n\n\n

An important step in the strategic positioning of HR is to focus on the company’s actual business – its customers, products and services. The HR strategy should be based on the requirements arising from these key elements of the business.<\/p>\n\n\n\n

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HR’s unique perspective in the company<\/strong><\/h3>\n\n\n\n
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  • Holistic overview:<\/strong> By supporting all employees, HR has a comprehensive overview of the entire company.<\/li>\n\n\n\n
  • Understanding the human factor: <\/strong> HR understands the company’s most important success factor better than any other department: people.<\/li>\n\n\n\n
  • Neutrality and objectivity:<\/strong> HR is often the only department without vested interests, which enables an objective and holistic view.<\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
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    Challenges and solutions for HR professionals<\/strong><\/h3>\n\n\n\n

    The strategic realignment of HR is not without its challenges. Specialist departments tend to think from their own perspective, which can cause them to lose sight of the big picture. It is therefore essential for HR to develop a basic understanding of the various specialist areas and business know-how.<\/p>\n\n\n\n

    Data-driven decisions in HR<\/strong><\/h3>\n\n\n\n

    Data is a powerful tool to strengthen the strategic role of HR. By collecting and analyzing relevant data, HR can make well-founded decisions and develop convincing arguments for company management.<\/p>\n\n\n\n

    The Trusted Irritator\u00ae: A new role for HR<\/strong><\/h3>\n\n\n\n

    A term coined by Christine Kirbach that perfectly describes the new role of HR is the “Trusted Irritator\u00ae”. In this role, HR acts as a trusted advisor, providing incentives and asking critical questions at the beginning of a process, rather than just being overwhelmed with tasks at the end.<\/p>\n\n\n\n

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    The evolution of HR: from administration to strategy<\/strong><\/h2>\n\n\n\n

    Historically, HR was mainly seen as an administrative department that dealt with recruitment, salaries and employee matters. This role has evolved over time. Nowadays, HR is expected to participate in strategic decisions and make a significant contribution to the company’s success. This transformation requires an adjustment in the mindset and skills of HR professionals.<\/p>\n\n\n\n

    Skills for the future: what HR professionals need to bring to the table<\/strong><\/h3>\n\n\n\n

    To be successful as strategic partners, HR professionals need to develop a range of skills:<\/p>\n\n\n\n

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    • Business Acumen:<\/strong> A deep understanding of the company’s business model and financial structures.<\/li>\n\n\n\n
    • Technological competence:<\/strong> The ability to use modern HR technologies and analysis tools.<\/li>\n\n\n\n
    • Change management:<\/strong> skills to effectively manage and support change.<\/li>\n\n\n\n
    • Leadership:<\/strong> Leadership skills to inspire and lead teams.<\/li>\n\n\n\n
    • Communication skills:<\/strong> Excellent ability to communicate clearly and persuasively.<\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
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      Conclusion: The future of HR<\/strong><\/h3>\n\n\n\n

      HR has the potential to be a decisive driver of business success. By focusing on strategic initiatives, using data and technology and promoting a positive corporate culture, HR can make a significant contribution to the company’s success. The future of HR lies in the transformation from an administrative to a strategic role.<\/p>\n\n\n\n

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      YOUR QUESTIONS <\/strong><\/strong>| OUR ANSWERS<\/strong><\/h2>\n\n\n\n
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      Wie kann HR eine strategische Rolle im Unternehmen einnehmen?<\/strong><\/strong><\/summary>
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      HR can take on a strategic role by closely linking HR strategy with business objectives and actively participating in corporate management.<\/p>\n<\/div><\/details><\/div>\n\n\n\n

      Warum ist es wichtig, dass HR am Tisch der Entscheider:innen sitzt?<\/strong><\/strong><\/summary>
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      By being at the table of decision-makers, HR can ensure that HR strategies are in line with business objectives and proactively respond to challenges.<\/p>\n<\/div><\/details><\/div>\n\n\n\n

      Wie k\u00f6nnen Daten HR-Entscheidungen unterst\u00fctzen?<\/strong><\/strong><\/summary>
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      Data helps HR to make informed decisions, identify trends and measure the impact of HR measures, which strengthens the strategic importance of HR.<\/p>\n<\/div><\/details><\/div>\n<\/div>\n\n\n\n

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      Welche Herausforderungen begegnen HR-Profis h\u00e4ufig?<\/strong><\/strong><\/summary>
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      HR professionals often have to balance the needs of different departments with the overall goal of the company, which requires broad expertise and business understanding.<\/p>\n<\/div><\/details><\/div>\n\n\n\n

      Wie kann HR den Gesch\u00e4ftserfolg f\u00f6rdern?<\/strong><\/strong><\/summary>
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      HR can drive business success by attracting and retaining the best talent, creating a positive corporate culture and supporting strategic initiatives aimed at long-term success.<\/p>\n<\/div><\/details><\/div>\n<\/div>\n<\/div>\n\n\n\n

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