What is expected out of an HR leader? Comprehensive knowhow on employee profile? She should be a strong culture catalyst? She must have brilliant negotiation skills? She should be able to resolve conflicts easily? As per a research document, a good HR leader or a successful HR team should be able to link HR objectives to the organisation’s strategic goals. But how do you bring business goals in line with HR objectives to boost overall productivity and growth? We have thoughtfully drafted for you a 3 step process that will help you align your organisational and HR goals.
1. Take initiative
Research shows that more than 50% of organisations are linking HR initiatives to business strategy. Over 59% consider HR responsible for not only talent but also organisational results.
To claim a seat in decision-making initiatives, Human Resource leader must be aware of the company’s upcoming strategic objectives. She must know where they are heading. If the HR team doesn’t identify and understand these things, it will give rise thwart seamless business progress. It will become difficult for HR to bring other parties involved on the same page and get their support to drive organisation goals. It’s best to ask key stakeholders like CEOs and CFOs about things like:
- What are main KPIs of our business?
- How does the HR help attain those KPIs?
- How can HR assist the C-suite in the best way?”
The answers to such kind of questions can lead the way for solutions for HR, like:
- Increased productivity
- Inclusion in strategy meetings
- Knowhow on key business strategies
- Ability to give necessary inputs for effective decision making
2. Training programmes must support business KPIs
The various learning and training programmes happening in your organisation have the potential to achieve much more than improved awareness. For example, skill-based training programmes can cultivate and nurture a learning culture where employees are internally motivated to constantly upskill and acquire relevant knowledge to contribute to business growth.
Having said that, make sure you set business KPIs with respect to these training programmes and evaluate them on a consistent basis. These programmes should contribute to your organisation’s performance goals. If it’s not happening then take time to dig through and find out what can be done. Over 71% of organisations that have had their business and HR goals aligned achieved enhanced revenues.
3. Draft action points to attain those objectives
“We will focus on retaining people!” This is mere proclamation. It’s not a plan of action. You need a well thought strategy to measure the progress on a constant basis. Otherwise alignment of HR and business goals will not happen. It will not show what’s not working and why it’s not working. This will hinder effective decision-making process. It’s best to create and draft precise, targeted action points that go on to manifest the objectives on paper. For example, design and dole out employee satisfaction survey forms to gauge the mood of your employees and ACT ON IT.