Lecture Notes
So I'd like to take a moment this week to reconsider our class goal and I've alluded to this at various points. I think and overarching goal here is to earn a seat at the table right? What do I mean when I say that? Make sure HR has a legitimate contribution to the leadership of an organization. So we have here you know a shot from Lord of the Rings, the Council of Elrond, there is a table here it's quite small. But you get the idea right we aren't just going through material here for the sake of knowledge, we're going through material with the desire to apply this knowledge in a meaningful and beneficial way to the organizations that you support as HR professionals. What is especially important when we think about earning a seat the table. What's especially important is keeping in mind the link that HR strategy has with organizational strategy. When we think back to our staffing organizations model which is shown once more on our next slide, near the top of it we see this link between HR strategy and organizational strategy. So we want to be interacting, we want to be informed about what our business does, how it makes money and in ensuring our HR strategies, interact to meet those goals. Right now we're coming back down into the weeds for our job analysis lecture here. But these things, these skills that you're learning are ways that when linked well with organizational strategy, HR can add real value. So the organization that you work for probably isn't keen on doing job analysis themselves, they are going to look to you for how this should be done and how that adds value. This is what are the various support activities where HR can really earn its place at the table by having a skill that they can then look at through the lens of organizational strategy and find out how do we best leverage a skill for the organization.
