Opinion
Recruitment & Retention Opinion

HR: Furthering Your Organizational Influence

By Emily Douglas-McNab — August 13, 2014 1 min read
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Showing the value of HR has not always been easy, but there is a gradual realization that it needs to be more than just a support function. Slowly but surely, companies are realizing the importance of people, and the role HR can play in strategy." --Phillippe Gas, CEO of Euro Disney

My co-worker recently shared a 2012 report from The Economist called CEO perspectives: How HR can take on a bigger role in driving growth. Through global survey results and in-depth interviews with senior executives from major companies, the report reveals that business executives across the world are extremely concerned about people issues and whether or not indecision and leadership will negatively impact their staff and the bottom line. This includes leaders from a variety of industries from technology and IT to manufacturing to heathcare.

While The Economist draws on feedback from corporate executives, there are valuable lessons in the report for leaders in the education and nonprofit industry, including the following best practices for HR heads to “further their influence.”


  1. Understand not only the organization’s strategy and needs, but the work that other departments (outside of HR) do daily and be able to have real conversations about work, needs, struggles, etc.
  2. Work to be included in board meetings to develop relationships, share the message of HR, and help others understand why HR is important.
  3. Develop relationships inside the organization and become a “confidante and informal executive coach.”
  4. Play a role in ensuring senior management teams are working efficiently, effectively, and as a unit.
  5. Focus on the issues that are important to leaders in the organization. Practice creative and proactive problem solving.
  6. Take initiative. Engage in conversation with organization heads about developing people-strategies.

Are these practices relevant to your job as a K-12 talent manager? What recommendations might you add to the list to make it more education focused? I would include a note about ensuring that building leaders have the highest quality staffs and that those staffs feel empowered, engaged, and supported in their growth and work in order to meet the needs of all students every day!

For more infromation on talent, performance, and process management in education, follow the conversation on Twitter using #K12Talent or by following @EmilyDouglasHC.

HR image above courtesy of freedigitalimages.net user basketman.

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The opinions expressed in K-12 Talent Manager are strictly those of the author(s) and do not reflect the opinions or endorsement of Editorial Projects in Education, or any of its publications.


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