Over the years I have worked with many HR professionals on various organizational improvement projects. During our conversations it was not unusual to hear complaints about HR’s role, or lack thereof, in the management of the company. Repeatedly I heard comments such as “we are not sitting at the table” and “HR practices are not aligned with the mission of the company.” Of course, the blame for this not happening was typically laid to rest at the feet of the executive team with the lament -- “They just don’t appreciate what we do around here. All they see are the employee transactions that we perform.”
You know what? That’s right. What is HR going to do about it?

I can’t help but be reminded about a piece of advice given by Jock Ewing to Bobby on the TV show Dallas. When Bobby complained that he had not been given the power to run the company, Jock replied “Nobody gives you power. You take it.”

So, Bobby (I mean HR), I ask again what are you going to do about it? Do not assume that the executive team is going to change their opinion until HR makes a move. But that’s not going to happen until HR itself fully understands the value that it can and should bring to the table. The executive team doesn’t appreciate HR because HR doesn’t appreciate HR.

About 30 years ago I was discussing the possibility of conducting an employee survey for a major global manufacturing company. The meeting was with the HR team including the global VPHR. As we were discussing the value of the information to be generated by the survey, I mentioned that one of the benefits was to increase productivity and profits. In no uncertain terms the VPHR said “Why should I care about profits? I’m in HR.” Really? And you wonder why nobody takes you seriously? Now, this company has been around for a long time and will continue to be around for a long time, no thanks to HR. Fortunately, they have a good product that is known and loved around the world. Do you really think that the executive team of this company would even bother to care what this VPHR thought about company issues?

If HR wants to be a strategic partner with the executive team, then HR needs to start thinking about the mission of the organization and figuring out what HR needs to do to make it happen. Companies need people to make it work. That’s what HR is all about, right? Yes, transactions are necessary but that should not be the primary determinant of day-to-day HR activities.

Some of the obvious questions that HR should be asking include:
• Is the organization attracting employees with the proper knowledge and skills for today’s jobs as well as jobs in the future?
• Is the organization providing the on-going training – internally or externally – to develop the skills necessary to perform the jobs of the future?
• Is the performance review system geared toward guiding future performance as well as assessing past performance?
• Is our compensation and benefits program designed to motivate and retain the key talent that we need to ensure future success?

Now, to be able to answer these questions, HR must know where the organization is heading – even if the executive team doesn’t – and how to get there.

Every morning when HR professionals wake up, they ought to be thinking the same thing that executives and line managers are thinking – “What am I going to be doing today that will improve the work environment, increase productivity, and grow profits?” Until this happens, nothing will change and rightfully so. Sitting at the table is a privilege that must be earned.