Here are some  key questions in creating the HR strategic partnership.

• How can HR be perceived as a strategic player in an organization?
• How can HR gain the respect of a management team as something more than a cost center?
• How can HR position itself in developing a business approach to managing operations?

       If It Cannot be Measured, It Cannot be Evaluated

As HR professionals, we are victims of institutional memory lapses and the, "What have you done for me lately?" syndrome.  We are now asked the classic re-engineering questions:

• What value does HR have at this time? 
• Do we need it?  
• Can it be outsouced?

We can no longer rely on memory in a time when most organizations are driven by links to financial operating indicators and the 90-day return on investment mentality. 

Conclusion:  HR strategic partners must establish measurement systems to reflect their contributions.

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