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White Paper Detail

White Paper

Organizational and Development Metrics: Strengthening HR’s Strategic Approach

By Beth Stetenfeld

posted 10.27.2015 (cfo)

Across many industries, human resources, training, and organizational development disciplines often are not consistently considered strategic departments. This has the potential to cause a significant disconnect—given that the employees who work for the credit union are responsible for carrying out the strategic vision of the organization. On the other hand, chief financial officers and CEOs are considered very strategic within the organization.

This paper asks, “what if these two seemingly opposite disciplines worked together?” If HR and organizational development could effectively demonstrate how people issues affect the bottom line, would their efforts be more persuasive? Would strategic planning be more effective and accurate if it incorporated clear data on how HR issues affect the bottom line?

This white paper includes the insights of several credit union leaders and how those on both sides of the equation are working to correct it, exploring:

  • reasons behind the disconnect,
  • the case for becoming strategic partners, and
  • defining the metric, gathering the data, and delivering ROI.
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White Papers

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