Key words

Strategic human resource management, SHRM, aim of the HR, HR payback, improving human performance, 100% human performance, performance management, engagement, satisfaction, flow, HR leadership, HR as driver of results, HR and the profit and loss, the ROI of HR, behavioral structure, behavioral balance, HR partnership, structure of HR department, compliance, satisfaction, psychological depth, roles in HR, HR in small companies, company culture, community culture, professionalism, values, governance, cultural audits, talent management, talent identification, talent development, human capital value, HRIS, business improvement, change management

The role of human resources management in the modern organization: Making human resources the driver of success.

(Redesigning the organization volume 4)

Staff behavior is a strategic factor in the profit and loss. But frequently HR is not seen as the key driver of organizational results typically seen as a necessary expense protecting profits but not a proactive contributor to profits. Why?

The OPD-theory and system of organizational design was born from the question 'why?' beginning with the background science, developing improved social science tools and then applying those tools to the question of the exact causal link between organization strategy and staff behavior.

The result was the OPD-SHRM system of organization design and management within which HR emerges as a key driver of results.

Applying the processes of OPD-SHRM makes the HR Department the key driver of strategy and business success.

The role of human resources management in the modern organization shows how to restructure the HR Department making it the technical expert on how to increase human performance. The resulting improved HR focus ensures every team leader will seek partnership with HR to produce results the team leader could not achieve on their own.