Product Description

Foreword by Dave Ulrich For all the theories and talk about making human resources a strategic component of business, in most organizations it's still viewed as a support function -- and a costly one at that. This book presents a nine-step roadmap to making HR a true strategic partner, drawn from the author's years of experience at major organizations. Christensen simplifies HR hierarchies by aligning myriad functions with five fundamental processes, and answers key questions including: * How do we get line management engaged and build a partnership between managers and HR? * How do we acknowledge, address, and overcome weaknesses in HR functions and processes? * How do we resolve tensions between generalists and specialists so that they can join forces toward common goals? The book includes a detailed account of how the roadmap was implemented at Hallmark. This case study shows how a real HR department reached an often-stated but rarely-achieved goal: that! of becoming an indispensable partner and driver of company growth. Readers will find much food for both thought and action in this revelatory book.

Product Details

• Amazon Sales Rank: #243840 in Books
• Published on: 2005-11-04
• Original language: English
• Number of items: 1
• Binding: Hardcover
• 272 pages

Features

• ISBN13: 9780814408674
• Condition: NEW
• Notes: Brand New from Publisher. No Remainder Mark.
• Click here to view our Condition Guide and Shipping Prices

Review
"One of the best thinkers in the profession, Christensen has shown repeatedly that he can turn ideas into action." -- Dave Ulrich

"This accessible, down-to-earth book offers a prescription for achieving strategic focus in complex organizations." -- Canadian HR Reporter

Review

Canadian HR Reporter: "This accessible, down-to-earth book offers a prescription for achieving strategic focus in complex organizations."

About the Author
Ralph Christensen (Leawood, KS) was Senior Vice President at Hallmark and vice president of HR at Wyatt Company and Digital Equipment Corp. (DEC). He is now a consultant, with clients in the United States, Asia, and Germany.

Customer Reviews

Thorough Look at the Evolution of HR
Many people view the typical human resource department as an administrative heavy-hitter, home to experts in processing forms and muddling through paperwork. Employees who want to sign up for health benefits, contribute to a company's 401K or ask a question about vacation or sick days make a beeline to HR. That has always been part of HR's role. But the business landscape is changing rapidly. HR needs to reach beyond its traditional duties and become an integral part of an organization's strategic planning. Author Ralph Christensen, a former corporate senior vice president, says it isn't easy for an HR department to make the transition to becoming a strategic partner. But as painful as the process might be, it's necessary for HR to move forward and evolve. Reading Christensen's book won't change things overnight, but we believe that if you want your company to stay ahead of the curve, this book deserves a prominent place on your shelf.

It is just what the title says - A roadmap
This is a great read for anyone who is trying to understand the difference between strategic and tactical HR. This is not an ivory tower epstile, rather concrete, hands-on recommedations for thinking and acting strategically. Most HR folks call themselves "business partners" but are unable to rise above the traditional administrative role. This book gives great recommendations about how to design and organize HR to seperate the business partnership from the administrivia. There is also an excellent discussion of how HRBPs and HR Specialists need to define their roles and work together. I use the lessons from this book on my job each and every day.

Re-Inventing Human Resources
Human Capital is a trendy term for valuing the "soft assets" of the business -- the people. Ralph's book clearly outlines the strategy and mission that the Human Resource function has in realizing that value for the business. He outlines five strategic components of an HR strategy and offers a practical approach for transforming/prioritizing the work of HR into a strategic offering that aligns to the business needs.

This book connects the multiple HR sub-disciplines and provides the professional with a common roadmap for the HR community. Most importantly, it raises the key leadership issues that must be addressed to execute the HR mission (punctuated with his learning's). The book's integrated and practical focus is a welcomed addition to the HR community.