Align the Role of HR with the Organization by Conducting a Diagnostic
Don’t let an identity crisis thwart HR success.
- HR departments have traditionally carried a largely administrative burden. Business leaders are now calling for HR to take on a more strategic role as acquiring and retaining the right talent is a top priority.
- Responding to this call is not so simple – the capability and capacity required to take on strategic initiatives demands a significant change in HR resourcing and culture. All this while HR continues to absorb the ever-present operational demands.
- In reality, most HR organizations don’t know exactly what role they’re currently fulfilling in the organization, let alone how they’re perceived or what role business leadership envisions for them.
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Our Advice
Critical Insight
- The smaller the gap between the role HR is currently playing and the role the business requires HR to play – that is, the greater the alignment between the two – the higher the success of the HR department.
- Recent research by Boudreau and Lawler shows that how the typical HR department allocates its time has not changed in the past 15 years, despite HR leaders’ beliefs that they’ve become more strategic. Possible reasons for this lack of change include mistaking complexity for strategy; the relative novelty of the “HR as strategic partner” concept; and a range of cultural, awareness, and capability issues.
- HR leaders who have successfully transitioned HR into a strategic role cite the individual will of the HR professional as an essential ingredient. When it comes to being strategic, HR needs to create its own opportunities.
Impact and Result
- Use McLean & Company’s diagnostic tool and Behaviors Spectrum model to determine HR’s current role, the role of HR required by the business, and the gap between the two.
- Understand the range of challenges and opportunities available to HR as it prepares to make a role transition, as well as the effort required.
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McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
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Unlock Sample ResearchContributors
- Cindy Dunn, VP of HR, Heart and Stroke Foundation
- Jill Faughender, SVP/Human Resource Manager, West Coast Bank
- Jeri Hale, Director of Infrastructure and Security, University of Texas-Dallas
- Martha McIver, VP Canada HR, CBRE Ltd.
- Grace Perry, Human Resources Manager, Andritz
- Geoff Ramey, Director of Human Resources, St Andrew Goldfields Ltd.
- Maxine Sesula, HR Manager, Cutting Edge Inc.
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