Handbook for Strategic HR

Introduction

Matt Minahan, David Jamieson, and Judy Vogel

VOICES FROM THE FIELD

For me, important models were joint union/management approaches and Schein’s Process Consultation. Seeing the people process at work. Seeing that HR was not about transactions and simple services. Rather understanding the large context and the systems view were most useful…. In my highly matrixed organization, everyone has multiple interests. Getting clear about each person’s role and leadership is a challenge. It is key to make a “clean” deal from the beginning. As a project proceeds, we need to stop and re-contract around unexpected developments. The old HR mentality of service is not a contract.

—Chuck Mallue

We knew we needed to transform ourselves to become ...