Originally published on Recruiter.com by Matthew Kosinski:
I’ve seen that term “strategic HR” thrown around so much in recent months that I’m starting to worry it’s slipping into buzzword territory – and there’s no quicker way to ensure something doesn’t get done than to turn it into a buzzword. Once that happens, all we have to do is say the word, invoke its power, and make everyone “ooh” and “aah” for long enough that we all forget to move on to the more important task of actually implementing the ideas behind the buzzword in practice.
Strategic HR is a terribly important business function, and I’d rather not see it get buzzword-ed out of existence. So before going any further, I’d like to remind everyone of the concrete actions that underpin strategic HR and separate it from regular, old, everyday HR, with a little help from BambooHR’s VP of Human Capital Management Strategy, Intellectual Property, and Product Marketing Rusty Lindquist.
To keep reading, click here: No Excuses: If HR Wants to Be Seen as a Strategic Business Unit, Then It Has to Start Acting Like One