We obtain strategic results by aligning HR mission, vision and values. The following overview highlights a macro approach to project management. Seeking a stretch assignment, such as ownership of a major corporate HR initiative, we lead our organization by example. Strategic project management affords an exciting and challenging opportunity to direct our futures and show case our talents.

The VP of HR announces to team that we must transition from a decentralized function to a centralized function within six months placing you in charge. The set timeframe required to realize budget improvement for immediate bottom line results. The cost savings will be unprecedented for dozens of locations countrywide. Senior management set expectation, on time – on budget, ensuring precise project implementation.

You take pride in your ability as an accomplished HR generalist to deliver results and get projects done. Success comes, in part, from your tactical / transactional ability to prioritize assignments and communicate necessary timeline to managers.

By execution of project leadership skills, you will add measurable strategic value to your organization and your own skill-set. A project assignment budgeted in five, six or seven-figure range will require skills and HR competencies including: •communications •documentation •execution and accountability •formal controls

As an HR professional, you have responsibilities in several broad areas that have a significant impact on your company’s bottom line, directly contributing to corporate return on investment. The outsourcing choices you make are critical decision points that affect both your employer and HR community at large. We recognize that you want and need to make informed choices, and we can help.

The following problem analysis explores emerging strategies in human resources.

Increased workloads resulting from governmental requirements, budgetary cutbacks, profitability margins and operational necessity require that HR professionals do more with diminishing resources. In approaching this challenge, we analyze a range of choices. Depending on your company’s culture, you may consider any or all of following:

•working nights and weekends •creating and hiring a new position •outsourcing a function or large project •directly contracting with an independent professional colleague: Outsourced professional employee

Problem Analysis Many times each day you reach a decision point and choose which priorities get your time and attention. Accepting added accountability in your HR department and thriving with your ever-growing workload require detailed analysis of your decision points.

Working nights and weekends Every HR professional worth his or her paycheck is pressed for time. Workweeks ranging from 55 to 60 hours are commonplace. You’ve determined that you’re already working smart and hard to keep current with business’s needs. Your human resource career has transitioned from a hands-on tactical position to holding down a strategic role in HR department. As competition for capital intensifies, how will your decision to outsource translate to your company’s bottom line?

Creating and hiring a new position G & A cutbacks mean that there’s no budget for new hires this year. The term hiring freeze has made a comeback after nearly a decade in hibernation. You no longer fill vacancies as they occur, and this trend may continue for near future. In fact, you quite possibly severed someone with whom you worked closely. How will you provide greater results with less?

Outsourcing a function or large project