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Your business is no longer solely defined by the products or services you sell. In today's climate, organizations have an obligation to uphold ethical standards and demonstrate social responsibility. Consumers are increasingly selective about where they spend their money, and employees are equally discerning about where they work.

At Helios, we are often asked to define (and provide) strategic HRM to an organization in need of change. Strategic Human Resource Management is a big "buzz" term that has been used in senior leadership circles for quite some time. It is widely known to be the future of HR, is talked about at every HR conference, and is what most executives tell us they want when we work with them. But what is it? How can you determine if your HR department is working strategically? What is Strategic HRM?

“Strategic HR”. It’s a buzzword in the HR industry that has been around for some time, and I anticipate it will be around for a while longer. This concept of strategic HR is floated frequently, and it’s quite possible that, like many other business owners, you find yourself asking, “What is strategic Human Resources and how can it help my business?”

Human Resources is sometimes seen as a back office function rather than being a strategic partner that can help drive revenues.

A human resource information system (HRIS) is not just about streamlining payroll and managing HR data processes. The HRIS implementation process is a strategic organizational decision that can improve every aspect of your company. That's why it's valuable to know how to select an HRIS.

360-degree feedback reviews are the HR equivalent of a full-body CT scan. They’re both intensive, highly revealing, and they can make the subject feel a little claustrophobic. But they’re also terrific tools for finding out precisely what makes a person tick.