ALIGNING HR WITH BUSINESS Animation of a mis-aligned motor
SYMPTOMS OF POOR ALIGNMENT
Short term focus on results
High Turnover & Low morale
Lack of Innovation
Passive –aggressive behavior
Inability to articulate strategy
Reduced Accountability
Sub-optimal teamwork
Little upward information flow
Inappropriate or misguided initiative
07 DEADLY SIGNS OF POOR ALIGNMENT
1. Expectations not met2. Job Mismatch3. Feeling of devalued, Lack of Recognition 4. Insufficient growth Prospects5. Too Little coaching & Feedback6. Lack of trust & confidence in senior leaders7. Stress & Overwork
WHAT ARE WE LOOKING FOR?
The Key Questions are:-1. What is our Business strategy?2. What do you do/ What is our business?3. How does what you do support the
strategy?
EMPLOYEE ENGAGEMENT
It is the outcome of one’s personal:1. Satisfaction2. Commitment3. Pride4. Loyalty5. Sense of Purpose6. Advocacy7. Initiative8. Persistence
A pre-requisite to correct alignment
IS IT NECESSARY FOR HR EXECUTIVES TO UNDERSTAND COMPANY’S BUSINESS?
Project Management
Balance Sheet
Revenue & Profit Projection
Risk Assessment
Supply chain Management
Company’s Value proposition
NEW ERA’S EXPECTATION
Shareholder’s ExpectationEmployee RetentionReputation ManagementCustomer’s LoyaltyShareholder’s Return
WHAT IS EXPECTED FROM HR?StaffingDevelopmentOrganization StructureHuman Resource
ManagementLegal CompliancePMS
Knowledge Requirements
Staying focused on issues that matter to the business
Delivering capabilities that make a real difference
BECOMING A STRATEGIC BUSINESS PARTNER
STAYING FOCUSED ON BUSINESS ISSUES
Focus on Business Objectives• Structure activities around key business objectives
Focus on the Environment• Scenario planning on workforce issues to anticipate changes in the
environment.
Focus on Core Values• Ensure that core values are embedded in key HR
elements, e.g. hiring, job requirements, rewards
INTEGRATED HR AND BUSINESS 5-STEP PROCESS
Determine your business goals.
Scan the environment.
Conduct a gap analysis.
Set HR priorities to help achieve business goals.
Measure, monitor and report on progress.
Step 1:Perspective
Step 2:Scan
Step 3:Gap Analysis
Step 5:Performance
Step 4:Priorities
DETERMINE YOUR BUSINESS GOALS
Step 1:Perspective
Step 2:Scan
Step 3:Gap Analysis
Step 5:Performance
Step 4:Priorities
What are your organization's ongoing HR and business priorities?
What emerging directions and changes will have an impact on HR issues?
Have all necessary strategic partnerships been established to facilitate facilitation of HR strategy?
EMPLOYMENT INFORMATION TO BE ANALYZED
Step 1:Perspective
Step 2:Scan
Step 3:Gap Analysis
Step 5:Performance
Step 4:Priorities
Demographics and employment characteristics Age
Employment type
Training/learning data
Performance management
Internal workforce trends (e.g. vacancy rates, turnover rates, internal staff mobility, promotions, secondments
INTERNAL SCAN
Step 1:Perspective
Step 2:Scan
Step 3:Gap Analysis
Step 5:Performance
Step 4:Priorities
Identify factors internal to the organization that may affect HR capacity to meet organizational goals.
Have you considered…?
Labor management relations Anticipated changes to funding levels Changes in leadership & priorities Organizational re-structuring Corporate culture change Client satisfaction Capacity and quality of information systems Training needs
CONDUCT A GAP ANALYSIS
Step 1:Perspective
Step 2:Scan
Step 3:Gap Analysis
Step 5:Performance
Step 4:Priorities
What are the organization’s current and future HR needs?
Do you foresee a skills shortage? Will changes in program delivery require the
acquisition of new skills? Do you have enough qualified middle
managers? Conduct a risk assessment on elements of the
scan critical to your organization’s success.
SET HR PRIORITIES
Step 1:Perspective
Step 2:Scan
Step 3:Gap Analysis
Step 5:Performance
Step 4:Priorities
What are the major HR priorities; and What strategies will achieve the desired outcomes? Work plans may include strategies on: Recruitment/Staffing/Retention Organizational Design Change Management Leadership Development Performance Management Competency/Skills Development Succession and Contingency Planning Compensation Labor Management Relations Values and Ethics
MEASURE, MONITOR AND REPORT ON PROGRESS
Step 1:Perspective
Step 2:Scan
Step 3:Gap Analysis
Step 5:Performance
Step 4:Priorities
Develop clear and measurable HR-related goals.
HR performance measures should align with indicators in the business.
Put systems in place to track performance indicators and analyze cost benefit.
Performance indicators should inform your priority setting for the next fiscal year.