{"id":690,"date":"2007-04-11T01:00:14","date_gmt":"2007-04-11T09:00:14","guid":{"rendered":"https:\/\/systematichr.com\/?p=690"},"modified":"2007-04-11T01:01:36","modified_gmt":"2007-04-11T09:01:36","slug":"hr-versus-finance-%e2%80%93-influence-power-and-a-seat-at-the-table-part-1","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=690","title":{"rendered":"HR Versus Finance \u2013 Influence, Power, and a Seat at the Table Part 1"},"content":{"rendered":"

I had an interesting conversation with Jeff Hunter<\/a> a few weeks ago where he was pondering why HR did not have the executive \u201cpower\u201d that the likes of finance does.\u00a0 Well, he was not so much wondering as pointing out that the emphasis was misdirected.\u00a0 I completely agree that with today\u2019s shift to a knowledge economy, the value of human capital (talent) versus the value of other capital is clearly higher.\u00a0 Finance is currently a more analytical center that happens to provide great insight into the performance of the organization to the executive team.\u00a0 However, if the real power exists in execution, then HR should have a stronger partnership with the business than it currently does.<\/p>\n

It\u2019s possible that the practices of talent acquisition and talent management are indeed recognized as critical aspects of the business.\u00a0 In fact, where most CEO\u2019s were telling the world how \u201cpeople\u201d were their businesses most important resource, today CEO\u2019s are telling the world that they will need to continuously find and develop talent in order to stay competitive.\u00a0 The problem that HR has is that we haven\u2019t been finding solutions.\u00a0 For example, every recruiting executive I speak to complains about the ability to manage relationships with their highly talented prospects.\u00a0 However, recruiting solutions and technology may not be ready today to fully manage those relationships, even though we keep implementing them.\u00a0 As far as I know, Jeff\u2019s is the only organization that strayed from the \u201cnormal\u201d path to implement a highly successful CRM system as their talent acquisition engine.\u2019<\/p>\n

Similarly, we\u2019re just starting to manage our talent effectively in terms of performance, but our overall understanding of how we apply competencies to the business is much weaker.\u00a0 At some point, we also need to take a more active role in developing talent \u2013 something that our learning programs, succession plans and performance processes are not really effective at today.\u00a0 So I look at the current state of our talent practices and quickly understand why we don\u2019t have the stature that we should.\u00a0 For the most part, our talent practices are in their infancy.<\/p>\n

So if we\u2019re in the infancy of the talent practice potential, where are we going?\u00a0 In my mind, there is a holy grail here.\u00a0 Talent needs to be engaged, nimble and integrated with business and product innovation.\u00a0 Not only do we need to understand what our talent is and who has the right competencies, but we need to be able to move the right talent into the right projects quickly and seamlessly.\u00a0 To do this, our talent networks (which need to be created) need to be integrated with innovation networks and social networks.\u00a0 Basically, understanding who has talent isn\u2019t enough.\u00a0 However, putting talent together with influence and driving innovation through those combined channels is the work of our future.<\/p>\n

We talk about a seat at the table.\u00a0 On systematicHR I\u2019ve taken the time to argue why we are already there and why we\u2019re far from it.\u00a0 HR should be the right hand of the CEO, but to get there, we need to not only understand talent, but tie it together with the organization\u2019s ability to drive production innovation.<\/p>\n","protected":false},"excerpt":{"rendered":"

I had an interesting conversation with Jeff Hunter a few weeks ago where he was pondering why HR did not have the executive \u201cpower\u201d that the likes of finance does.\u00a0 Well, he was not so much wondering as pointing out…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[8,20],"tags":[],"class_list":["post-690","post","type-post","status-publish","format-standard","hentry","category-strategies","category-talent-management"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/690","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=690"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/690\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=690"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=690"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=690"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}