From Reactive to Proactive

    HR departments are being asked to "be more strategic" and help contribute to the bottom-line more than ever before. What does "being strategic" mean? How can an HR department add more value to the organization? How can they get and keep a place at the Executive table? This straight-talking book will explain strategic HR, what it is and what it does. 

content :- 

• Introduction
  1. Use of the word “transform”
• Be transformational, not transactional
  1. The transactional HR department
  2. The HR department is a staff, not a line, department!
  3. What is different about a transformational HR department?
  4. Does this mean the transformational HR department doesn’t do transactional stuff?
  5. Comparing strategic and non-strategic HR actions
  6. Questions
• Think about structure - Structuring the HR department
  1. The specialist HR department
  2. The Generalist HR department
  3. Dave Ulrich’s model for structuring HR departments
  4. Questions
• Be credible – have educated, experienced, trained HR practitioners
  1. Roles of the HR practitioner in a transformational HR department
  2. Skills needed in HR staff
  3. Credibility
  4. Jim Canterucci discusses change leadership
  5. Questions
• Provide value for service
  1. HR must show that they can and are assisting the line managers to achieve their goals
  2. Metrics or no?
  3. Pason Systems Inc – Conversation with Ron Dudar, Human Resources Manager
  4. Questions
• Conclusion
• References
  1. Articles
  2. Books