HR by the
By Karen Stone, CHRE
It may be a safe assumption to say that HR professionals have
well-developed people skills. We are in the business of people,
and much of our time, thought and strategy centres on talent
development and building productive workplace environments
where good communication and dialogue occur.
We are pretty proficient at the oft-coveted “soft skills,” and
we spend a lot of brain space on how to ensure people are highly
engaged and find meaning in the work they do.
Perhaps as a result of that, our full contribution as HR practitioners
is sometimes overlooked when companies are measuring HR’s
contributions to the bottom line.
It is only in the last 10 years or so that that organizations have
started tracking the metrics for HR contribution – and many of
HR’s most impactful contributions are still being worked on in
terms of how to measure effectively and meaningfully. For instance,
capturing the impact enhanced employee engagement has on the
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OUR FULL CONTRIBUTION AS HR
PRACTITIONERS IS SOMETIMES
OVERLOOKED WHEN COMPANIES
ARE MEASURING HR’S CONTRIBUTIONS
TO THE BOTTOM LINE.
HRPROFESSIONALNOW.CA ❚ APRIL 2018 ❚ 5