From Reactive to Proactive - High Impact Strategic HR

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.

1 Introduction
1.1 Use of the word “transform”

2 Be transformational, not transactional
2.1 The transactional HR department
2.2 The HR department is a staff, not a line, department!
2.3 What is different about a transformational HR department?
2.4 Does this mean the transformational HR department doesn’t do transactional stuff?
2.5 Comparing strategic and non-strategic HR actions
2.6 Questions

3 Think about structure - Structuring the HR department
3.1 The specialist HR department
3.2 The Generalist HR department
3.3 Dave Ulrich’s model for structuring HR departments
3.4 Questions

4 Be credible – have educated, experienced, trained HR practitioners
4.1 Roles of the HR practitioner in a transformational HR department
4.2 Skills needed in HR staff
4.3 Credibility
4.4 Jim Canterucci discusses change leadership
4.5 Questions

5 Provide value for service
5.1 HR must show that they can and are assisting the line managers to achieve their goals
5.2 Metrics or no?
5.3 Pason Systems Inc – Conversation with Ron Dudar, Human Resources Manager
5.4 Questions

6 Conclusion

7 References
7.1 Articles
7.2 Books