HR can include the HR department, practices, and professionals. HR departments become the organization unit that shapes how to govern for talent, leadership, and organization. An HR department’s effectiveness is not about efficiency, functional excellence, or even realizing strategic goals, but about creating sustained customer and investor results. HR practices are the tools in HR around people (e.g., staffing, training, careers), performance (appraisal and rewards), information (employee surveys, communication), and work (organization design, policies) that move from isolated processes to integrated solutions that deliver value to all stakeholders. HR professional are the individuals charged with insights that deliver real value, which requires new competencies for those working in HR. Collectively, HR departments, practices, and people offer unique insights that create value for all stakeholders.

HR can include the HR department, practices, and professionals. HR departments become the organization unit that shapes how to govern for talent, leadership, and organization. An HR department’s effectiveness is not about efficiency, functional excellence, or even realizing strategic goals, but about creating sustained customer and investor results. HR practices are the tools in HR around people (e.g., staffing, training, careers), performance (appraisal and rewards), information (employee surveys, communication), and work (organization design, policies) that move from isolated processes to integrated solutions that deliver value to all stakeholders. HR professional are the individuals charged with insights that deliver real value, which requires new competencies for those working in HR. Collectively, HR departments, practices, and people offer unique insights that create value for all stakeholders.