What really propels a company is
its departments working together towards a cohesive growth objective. HR is one
such key function that can really drive the fortunes of an organization.
However, when it comes to business growth, not many HR professionals are able
to make a successful transition from a ‘doer’ to a ‘thinker’. If you are one
such potential HR leader who wants to make the move from operational HR to
strategic HR, then this article is just for you.
First off, let’s examine the
difference between the two
– Carries out daily operations and processes within the HR division so that
KRAs and group targets are met
E.g. Managing HR portal and HR payroll software in India, doing
performance reviews, or doing interviews
– Visualize growth avenues and improving effectiveness of HR team constitutes
E.g. How to improve employee
engagement, how to streamline hiring process to save revenues etc.
you transition from a ‘doer’ to a ‘thinker’?
It is clear that the transition from
operational HR to strategic HR needs a clear understanding of what is required
to make the move successfully. Here are our thoughts on what will help make this
– Nothing works better than expanding your skill-set and knowledge base. You can
get more involved with fulfilling revenue measures rather than daily operations
such as managing HR payroll software in India.
This will help show your skills to the management. However this needs to be
planned meticulously preferably with a senior mentor to pull it off.
2. It is
in the mind
– Prepare yourself for the transition by thinking yourself as a visionary
rather than an executive. The first rule of the transition is that you need to
be able to provide insights. And this habit can be brought about only when you
think of yourself as the responsible authority for innovative ideas and actions.
data your best friend
– Use numbers to uncover insights that affect your workforce planning and bring
benefits to key stakeholders in form of margins improvement or cost reduction.
Tie this up with the last point of this list and you will be ready to be seen
as a serious player to make the move to strategic HR.
4. Do your
– Make sure you know how the business plays out at an overall level, rather
than just thinking about HR. Check out how your strategies like using HR and payroll software in India, will
impact shareholders and what value they will derive from it. Expand your
networking horizon and attend senior level meetings for a broader
These steps do carry a fair amount
of risk. But once you are able to successfully pitch your strategy for the
betterment of the organization, there is very little that will stop you to move
to the strategy end of HR division. For instance, you can pitch the idea for an HRMS from
human resource management software
companies in India, to improve your division’s revenues and automation of
HR tasks. Such solutions will showcase your worth as a strategic professional
working to improve bottom lines of the company.
Let us know your thoughts on
strategic HR and what factors can help make an ops person make the transition.