HR departments, practices and professionals must add value. This means, simply, that someone receives from these HR investments something that is important to them. Often, we measure HR by what we do — staffing, training, paying, communicating — but we should be focusing on what HR delivers.
To deliver this value, HR departments often are being split in half. Some of the traditional transaction work of HR, which deals with things like payroll, hiring processes and registration for training, are done more efficiently through technology and occasionally outsourcing. More strategic HR practices, such as building collaboration, learning and leadership into an organization, require that HR professionals fully participate with the business leaders at creating more capable organizations.
So the question you need to ask yourself ,how is your work adding value to the organization and its employee in attaining the desired common goal ? I think we all face the issue of finding the right balance between the regular transactional work and collaborating on strategic business goals such as managing career aspirations and engaging employees. This a key challenge for HR in most of most of the organizations, which is being addressed to shift the focus from what we do to what we can deliver.Some have already been able to make the transition and the results are also worth analysing.Perhaps the biggest impact of this shift in focus is the change in the way HR is perceived in the organisations.