This is the final post in a series
6. Response
Your right it is going to be difficult to agree. However, I
like your thought that to sit at the table you need to have strategic impact.
However, based on your own positions, how can HR have a strategic impact in
Talent Management if they don’t influence; the talent needed, what is going to
attract the talent, what is going to retain the talent or even make the
decision to acquire the talent. You see the point is that HR should partner
with the other departments on this strategic goal, not just play a role.
I am not confident if organizations are serious about
improving the daily life of each employee or executive. But if that is a
strategic goal, HR will not be able to do it alone. HR will have to partner
with other company leaders and do so in a measureable way where responsibility
and accountability can be objectively applied. Otherwise you end up with just
another HR program that may or may not have any impact.
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