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Take Charge! Make the Move from Operational HR to Strategic HR

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

Operational HR (doer) – 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

Strategic HR (thinker) – Visualize growth avenues and improving effectiveness of HR team constitutes strategic HR.

E.g. How to improve employee engagement, how to streamline hiring process to save revenues etc.

How can 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 shift easier.

1. Skill sharpening – 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.

3. Make 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 homework – 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 perspective.    

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. 

Team Intellika

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