Jeff and others have been bouncing thoughts around HR being strategic. Here is what I think.
HR can be strategic if it helps organizations achieve it's strategy. What is strategy? It's a way of doing things to reach the goals. A choice that organizations make to sell products or provide services better than it's competitors. What can HR do to be strategic?
It can ensure that people know the strategic direction of the firm and secondly, hiring people who fit the strategic plan of the organization and keeping them motivated.
The other thing that we can look at are the strategic roles as elucidated by Dave Ulrich in HR champions. He enumerates two roles the Business Partner role (which focusses on aligning HR processes and policies with the business strategy) and the Change Agent role (which focusses on increasing people and organizational capability to achieve the strategy).
Earlier posts on HR Strategy:
More on HR being strategic
Boston Consulting Group's Co-Chairman on HR and Leadership
The future of HR
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