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How HR can have an impact in non-traditional areas

Jack J Phillips (ROI Institute, Birmingham, Alabama, USA)
Patti Phillips (ROI Institute, Birmingham, Alabama, USA)

Strategic HR Review

ISSN: 1475-4398

Article publication date: 8 February 2016

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Abstract

Purpose

This paper aims to explain how the human resource (HR) function can take a lead in all of these areas by being a critical part of human capital strategy and driving that strategy with the support and input from executives. Organizations want a sense of purpose beyond just being productive and efficient. Four important purpose areas represent opportunities for HR leaders to add value: create an innovative organization; create a technology leader; support the environment; and confront globalization.

Design/methodology/approach

The paper represents the typical HR strategy and then provides an update to address 12 forces that are significantly influencing the success of organizations. Next, the paper focuses on four areas for human capital strategy that represents non-traditional areas.

Originality/value

Expanding the typical human capital strategy to non-traditional areas provides a great opportunity to add value to the organization.

Keywords

Citation

Phillips, J.J. and Phillips, P. (2016), "How HR can have an impact in non-traditional areas", Strategic HR Review, Vol. 15 No. 1, pp. 5-13. https://doi.org/10.1108/SHR-11-2015-0092

Publisher

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Emerald Group Publishing Limited

Copyright © 2016, Emerald Group Publishing Limited

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