With so many activities to keep busy, along with constant reinvention of itself, it can be difficult to know if Human Resources is actually having an impact on a business. Human Resource departments have a lot of responsibility and important contributions to a company: HR creates value, to investors and customers outside the firm and to line managers and employees inside the firm. Simply focusing on what HR does, however, instead of what they bring to the table or deliver, can hinder the departments overall ability to provide said value. HR professionals add value when their work helps someone reach their goals; it is not the design of the program that matters most, it is what the recipients gain from the actions. As Ulrich and Bondy state in the article, HR is consistently changing to coincide with a constantly changing business world. Changes are occurring in virtually every element of the social, political, and economic environments that affect business. They include technology, globalization, communications, regulations, competitiveness, demographics, shareholder demands and a tight labor market for key talent. HR today will be different than HR in the future, just as HR today differs greatly from the past. There is a certain flow in HR management that must be accomplished, and updated in order for it to appear successful: the flow of people, performance management, information, and work. Proper attention to people flow ensures the availability of the talent and hard work the organization needs to accomplish its strategy. Proper attention to the flow of performance management promotes accountability for performance by defining, noting, and rewarding it, as well as penalizing the absence of it. Proper attention to information flow ensures that people know what is happening and why, and can apply themselves to know what needs to be accomplished to create value.