Over the past decade, human resource (HR) functions, large and small, have played an expanding role in supporting the strategic direction of their organizations. Where at one time HR was seen primarily as an enforcer of policies, it is now considered among top-performing organizations to be a key partner in driving and supporting critical business objectives. HR's ability to contribute to the organization's bottom line involves more than aligning its talent management accountabilities with the mission and vision of the organization. It means continually evaluating and strengthening these accountabilities to ensure value, meaningful impact, and competitive advantage.

0

Over the past decade, human resource (HR) functions, large and small, have played an expanding role in supporting the strategic direction of their organizations. Where at one time HR was seen primarily as an enforcer of policies, it is now considered among top-performing organizations to be a key partner in driving and supporting critical business objectives. HR's ability to contribute to the organization's bottom line involves more than aligning its talent management accountabilities with the mission and vision of the organization. It means continually evaluating and strengthening these accountabilities to ensure value, meaningful impact, and competitive advantage.