Many HR professionals still complain that they are not taken seriously in the top management of their companies and not involved in strategic discussions and plans. The transition from a tactical to a strategic role is, however, not easy. It requires HR to know the business of their companies. What exactly does that mean?
If you do not know the challenges faced by the leaders that you support, you cannot become trusted advisors. HR Development Blog came up with a test set of ten questions which every strategic HR professional should be able to answer.
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What is the annual revenue of your company?
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How many people do your company employ?
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What are the three most important pillars of your company's business strategy?
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What region or division of yours is currently growing the fastest and why?
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What your product or service is the most profitable and why?
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What is the biggest change your company expects in 2012?
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What knowledge and skills are the most important for achieving your company's business goals in the next two years?
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Do the fluctuations of oil prices affect your company? If so, how?
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What markets and customers does your company want to penetrate the most and why?
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What international market is your greatest opportunity for growth and why?
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