As a corporate development and strategy deployment consultant who has been working and training in management consulting for many years, I witnessed a common problem for my participants; they had difficulties in how they could implement the ideas they produced in the field.

In order to overcome this, I have made it a habit to support them both during projects and training programs and afterwards by structuring the communication and follow-up process. However, if the structure in their institutions has not reached the level to support this continuity, then I have seen that our influence can be undermined.

The responsibility of the necessary arrangements on the corporate culture in order to make the return of the investments made in people more effective, falls to the human resources management and the management team. Dave Ulrich calls this architectural intervention the “HR Transformation Impact”; I prefer to express this as “The Transformative Effect of Human Resources”.

This transformation will only reach a real level if the improvement in the company's performance can be noticed by all stakeholders. In other words, as the employees, investors, customers and society feel that the company has become a more “fertile” platform with the touch of Human Resources, the transformation will take place. Individuals doing business on such a platform will also have more opportunities to implement the ideas they have learned and developed in the trainings.

To increase the impact of Human Resources, it would be wise to introduce a stakeholder-oriented value delivery approach that Human Resources professionals will follow:

– To follow the expectations of all decision-making circles in the outside world from the company through the eyes of Human Resources (politicians, government, economic institutions, foundations, civil society, etc.)

– Monitoring the movements of the company's competitors from the perspective of Human Resources

– Observing the moves and expectations of the company's suppliers

– Observing and comprehending the expectations, habits and approaches of the company's customers very clearly

– Knowing the goals and game plans of the top management of the company

– Knowing the world of the company's investors; be aware of their investment opportunities

– To observe the employer market in connection with the current market conditions, to follow the alternatives and expectations of the employees of the company in a dominant manner

Human Resources teams, who have mastered the above mentioned items and become prepared, will be able to put into practice the most appropriate programs and systems and take the necessary actions in the light of these.