Handbook for Strategic HR

Best Practices in Organization Development from the OD Network

 Handbook for Strategic HR

Edited By: John Vogelsang, PhD, Maya Townsend, Matt Minahan, David Jamieson, Judy Vogel, Annie Viets, Cathy Royal, Lynne Valek
Pub Date: November 2012
Print Edition: $60.00
Print ISBN: 9780814432495
Page Count: 672
Format: Hardback
e-Book ISBN: 9780814432501

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What You Will Find in This Resource

Before beginning to compile this resource, we had conversations with many HR profes-sionals and both internal and external OD consultants. Based upon what they identified as important to their roles, we gathered key articles from the OD Practitioner written by seasoned OD practitioners that can provide the HR Business Partner with essential principles, creative approaches, practical tips, and proven methods to be a successful partner in crafting strategy, determining priorities, and helping shape an organization’s future. HR professionals can use this resource to deepen their knowledge and skills in how to:

• Partner with senior level staff and internal or external consultants in leading a change initiative

• Think systemically and strategically identify where best to foster change in the organi-zation

• Effectively use one’s self as an instrument of change

• Put employee engagement to practical use and engage “minds, hearts, and hands” in the important work of the organization

• Operate effectively in the global market, cross-cultural situations, and virtual working arrangements

The resource is divided into six sections:

• Consulting and Partnership Skills

• Use of Self as an Instrument of Change

• Thinking Systemically and Strategically

• Employee Engagement

• Change Management

• Globalization, Cross-cultural Interaction, and Virtual Working Arrangements

Consulting and Partnership Skills

The role of the HR Business Partner is challenging and interesting with often conflicting accountabilities and allegiances to staff, management, clients, corporate headquarters, HR leadership, and consultants.

As the role has shifted from personnel administration to business advisor, it has also become more complex, with multiple demands coming from multiple entry points in the system.

The articles from the OD Practitioner in this section help explain the importance of a consultative mindset and approach, the challenges of being an internal consultant, and the steps to know in partnering with other business leaders, internal or external consultants in a change or innovation project.

Excerpted from the Handbook for Strategic HR. Copyright © 2013. Published by AMACOM Books, a division of American Management Association, New York, NY. Used with permission.

All rights reserved. http://www.amacombooks.org.

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