The Human Resource Department needs to develop the culture of that particular organization by the implementation of effective strategies. Talent management is strictly the job of HR department. Active participation in the company’s affairs and strategic planning should be the highlight of these individuals. In the end, as noted in an overview online (123HelpMe.com), the HR needs to establish its credibility and relevance. It needs to adopt a wider perspective that does not simply focus on basic HR management functions. While these basic administrative tasks are also essential and cannot be ignored, it is important that HR department is not defined to be just that. It should be brought in line with modern needs and competition-oriented mindset. HR might be stuck in menial tasks (Hammonds, 2005) but with a little push, it can work wonders for an organization. HR department has long been considered a resource; it is rather a resource manager. Only a few changes and dedicated effort can transform HR in one of the most productive departments of an organization. It should emerge from a culture of corporate talk that leads to no visible output and move towards an approach that translates into an end-product. To conclude, the HR should be a measure of an organization’s leadership, culture, learning, alignment and competencies (Norton, 2001). It is truly what defines an organization and should be made to work in that capacity.