Aligning the human resource function with organizational objectives, the authors demonstrate how to define and measure HR results, provide guidelines for building new competencies, and outline methods for narrowing the gap between current and future HR roles. Based on the SHRM/CCH-sponsored Future Study that identifies the six major business trends that will affect our workplaces well into the future, this book provides detailed action plans for reinventing the HR function to meet these challenges. The identified trends are changing technology, increasing globalization, continuing cost containment, increasing speed in market change, the growing importance of knowledge capital, and the increasing rate and magnitude of change. Written for executive-level HR professionals, consultants, and managers who bear human resource responsibilities, this solidly researched work shows how the HR professional is ideally positioned to assume the strategic, operational, and tactical leadership critical for success in today's business environment.

First, Break All the Rules: What the World's Greatest Managers Do Differently by Buckingham, Marcus
Creating a Strategic Human Resources Organization: An Assessment of Trends and New Directions by Mohrman, Susan Albers
Human Resource Champions by Ulrich, David

Cancelled order
I cancelled the order, but the seller was nice to return my payment, and the overall experience with the seller was good. But regardless, its a good book to read as it gives a lot of predictions into the future trends in HR and OD and how a good HR person should work around them.

In this context, W.J.Rothwell, P.K.Prescott, and M.W.Taylor review these studies as following:

I- 1995-1996 HR Planning Society State-of-the-Art Study.

1. Seven most essential skills for HR executives today:

* Business savvy and acumen

* Leading organizational change initiatives using personal power and indirect influence skills

* Deep and working knowledge of the basic HR technologies

* Global strategic thinking and planning skills

* Change management technology

* Analytical, conceptual, critical thinking, and problem-solving skills

* Financial analysis and costing skills

2. Seven most essential skills for HR executives in the future:

* Master global operating skills

* Business and financial savvy

* Strategic, visioning, critical thinking, and problem-solving skills

* Using information technology

* Deep HR technology savvy

* Change management skills

* Organizational effectiveness

II- Penn State Executive Program Mnagement Skills Assesment-Human Resources (1997)

1. Six general roles of the new HR leaders: Partner, problem solver, model manager, oracle, conduit, and change agent.

2. Most important competencies of the HR leader:

* Is committed to the success of the organization

* Acts consistently in a manner that instills trust

* Is an effective listner

* Exhibits high standards of performance

* Can manage conflict effectively

* Works effectively with other managers outside the HR function

* Recruits and selects high-quality professionals

* Communicates effectively both orally and in writing

* Understands the overall corporate mission

* Develops HR plans that are clearly linked to the mission and strategy of business units

III- A 21st-Century Vision of Strategic Human Resource Management (1995-1996): The results of the study indicate differences between the most important present and future competencies required for success by HR leaders (see pp.29-30, and Appendix 1).

Within this general framework, they write that "taken together, these three studies provide compelling evidence that HR practitioners of the future must demonstrate exemplary leadership skills if they are to be successful. For HR practitioners, it is no longer enough to be a compliance-oriented practitioner, a supportive, or even a performance consultant. Exemplary HR practitioners of the future will be leaders who are capable of demonstrating a new value-added component to their organizations by managing and developing knowledge capital. By comparing the studies (just summarized above), we can see that six key roles for HR leaders have emerged: change agent, HR strategist, business strategist, HR functional aligner, partner to general managers, and problem solver and consultant."

Highly recommended.