HRMusing

This is the question I get most often from HR up and comers. It is usually one of the first questions that I am asked along with how did you get a place at the table.

The Table? The Table, presumably, is a seat with the decision makers in the organization - large or small. Whenever I hear this, I am dismayed! Many HR professional organization materials lament that HR isn’t at The Table but neglect to provide a road map for the journey and an answer.

HR professionals should not be asking  for a seat at The Table. They should be asking ‘how can I directly impact revenue generation, productivity and ultimately the the bottom line?” Once that question is asked, actions in HR developed and implemented, asking how to get a seat at The Table is redundant. When HR impacts the bottom line you will have a seat at the table waiting for you!

Forging HR priorities in the context of real business imperatives is critical to getting and keeping a seat at the decision-making table. HR professionals  considered “strategic players” get and keep a seat at the table by:

• Demonstrating a detailed understanding of their organization’s key business issues and identifying and aligning their human capital implications
• Demonstrating a high degree of flexibility to change the direction of the function according to business needs
• Using insightful, fact-based information regarding human capital investments
• Developing a strong relationships between the HR leader and peer business leaders that enables HR to play an influential role in key business decisions
• Flawlessly executing basic administrative processes and programs
• Employing an HR staff that has business acumen, analytic skills and the desire to impact business results
• Structuring HR to closely align with and fit the organizational structure

“Everything HR does must directly impact/support revenue,
productivity, and building the company’s desired culture.”- Sr HR Officer Fortune 100 (2007)

Be Seated!