Why most HR functions are NOT strategic

I have received lots of enquiries about this topic. Almost every HR seminar, conference, gathering that I have been to, this topic is regularly discussed. You can't even escape this topic when reading journals and magazines.

How to be more strategic? Well, let me start with a simple illustration. Read the following statements:

• Average training hours per staff
• % of staff attending training
• # of training programs
• % of training programs conducted
• Training needs analysis conducted
• Competency models developed
• Training budget as % of payroll
  

What's wrong with this picture? Don't get it? OK, now read the following list:

• competency modeling
• learning culture
• knowledge management
• e-learning
• reengineering
• hr audit
• performance management system
• succession planning

What's wrong with this picture? Still don't get it? Well, now try reading this list instead:

• Business model innovation
• Business plan implemenation
• Business Continuity Planning
• Strategic Risk Management
• Product innovation
• Services innovation
• Market Leadership
• Competitive differentiation

The first and second lists make CEOs and BODs uninterested if not irritated. The third list is what CEOs and BODs really want to discuss.

Get the picture?

-TURD-