What makes an effective HR function?
HR departments considered effective by practitioners are likely to display certain common attributes, among them good relationships with senior management and established HR metrics.
These observations are drawn from a detailed analysis of the results of the recent IRS 2006 HR prospects survey, using a methodology previously applied to the latest annual HR roles and responsibilities survey.
Besides reinforcing the earlier findings, the latest analysis also finds that effective HR departments are rather more likely to suggest that they set priorities on their own initiative, and rather less likely to be restricted by company finances.
IRS notes that its findings should be treated with some caution, with particular care taken not to assume that there is a direct causal relationship between the attributes of a particular HR department and its effectiveness.
HR prospects: Beating the law of averages By IRS Employment Review managing editor Mark Crail.
HR prospects: the state of the profession Read the key finding of the HR prospects survey 2006, based on responses from 431 organisations, together employing some 1,406,628 staff.
Also
What are the attributes of an effective HR function? and Roles and responsibilities 2006: benchmarking the HR function Mark Crail investigates whether HR functions identified by respondents as more effective have other attributes in common to differentiate them from those seen as less effective.
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