The Website and Blog of HR Author and Speaker Lori Kleiman

Building Your HR Function


In the 1990s, Drs. Robert Kaplan and David Norton published the book, “The Balanced Scorecard” as a strategic management concept for business. In it they proposed that all functions of an organization must have goals that are aligned with the strategic plan to ensure an organization’s success. We can embrace this in HR by creating programs that drive business innovation and move the administrative function to the lowest possible level, utilizing technology and outsourcing where appropriate. We must partner with the other executives in our organizations to understand their functional mission and support them through business-oriented programs that remove barriers involving the employee populations. Most importantly, HR must be our own champions and use the concept of the balanced scorecard to reinforce our value and alignment of human capital management to the leadership team.

There is no “right way” to build your HR function; it must fit within the culture and structure of your organization. You need to explore the advantages of having an engaged Human Resources executive and create the right team for your organization. This will allow your HR leader to shine as a critical and vibrant executive. You may be fortunate enough to have a budget for support personnel. Hire the best and brightest that will support your programs and define a top-performing department for the organization. In smaller organizations, this may be accomplished by relying on vendors to support your administrative needs. Whatever HR structure you choose, build a team around you who puts organizational goals and culture first.

Without the support of your leadership team, HR will be up a creek without the proverbial paddle if they are striving to be seen in a more visible and strategic role. As a leader, make connections and align with all departments within your organization to gain support for human resources. It may be the responsibility of the HR department to get the leadership team to buy into the concept of engaging human resources as a partner. This can take finesse, but once you accomplish this level of alignment, HR will have a career that brings all the challenge and gratification they deserve.

The preceding blog post is excerpted from Lori Kleiman’s upcoming book, Taking Your SEAT at the Table, soon to be released. For more information, or to pre-order your copy click here!

Photo used under the following license.

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