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Last updated on 2024年8月12日

Struggling to align HR operations with company goals?

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Aligning your Human Resources (HR) operations with your company’s strategic goals can sometimes feel like trying to solve a complex puzzle. If you find yourself in this situation, you're not alone. Many HR professionals face challenges in ensuring that their day-to-day activities support the broader objectives of their organization. This alignment is crucial because when HR is in sync with your company's vision and goals, it can lead to improved performance, higher employee engagement, and a stronger competitive edge. The key is to understand how to bridge the gap between HR operations and company goals effectively.

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1 Understand Goals

To align HR operations with company goals, you first need to have a crystal-clear understanding of what those goals are . Dive deep into your company's strategic plan and identify the core objectives. Whether it's growth, innovation, customer satisfaction, or market leadership, each goal will have specific implications for HR functions such as recruitment, training, and performance management. By understanding these goals, you can tailor HR initiatives to support them directly, ensuring that every HR activity is contributing to the company's success.

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Angela L. Shaw SHRM-SCP SPHR

SVP of Talent @Amplify Credit Union| DEI Advocate| TEDx/Keynote Speaker| 2024 YWA Community LENS Network Award|2024 AW ChangeMaker|2023 ABJ Women in Business Winner| 2023 Austin SHRM HR Exec of the Year| Board Member|
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It is important to say that if you don't understand all of the goals to go to leadership to support your understanding. Request some time with your senior leaders including your CEO and ask questions. Bounce your thoughts and ideas off of them. You would much rather make informed decisions about HR operations rather than waste time on initiatives that aren't helpful or supported.

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Aarti Pitroda

HR Manager | Top Voice | Building High-Performance Teams and Culture | Talent Management | Figma Design | SEO | Helping Hand
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Understand Goals: Know the company's strategic objectives well. Communicate: Keep in sync with leadership and other departments. Develop Strategies: Create HR plans that support business goals. Measure Impact: Use KPIs to track HR's contribution. Cultural Fit: Ensure HR practices reflect company values. Continuous Improvement: Adapt HR strategies as needed. Involve Employees: Engage them in supporting company goals.

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Robin Chapekis

Transforming HR outputs with Lean Six Sigma.
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Understanding an organization's goals is vital as it lends to knowing where resources will be deployed. You can waste your time on a pet insurance policy that 4 of 200 employees will appreciate *or* you can work with department leadership to understand how billable hours work and brainstorm ideas to increase the quantity and quality of billable hours and then develop a bonus plan to match. Tell me which activity will more likely align with the overall strategy.

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Tapasvi Bahulkar

Human Resources Executive at Zerotime Solutions | 10k+Connections | Hiring BDM | MERN Stack Developer
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Start by thoroughly understanding the company’s strategic goals and objectives. In my previous role, I scheduled regular meetings with senior leadership to gain insights into the company's direction and priorities. This helped me align HR initiatives with broader business objectives.

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2 Assess HR

A thorough assessment of your current HR operations is essential. Examine each process and policy to determine how well it supports your company's strategic goals. Are your recruitment practices attracting the right talent to drive innovation? Does your training program equip employees with the skills needed to meet customer satisfaction targets? This critical evaluation will highlight areas that require realignment or enhancement to ensure that HR is not just a support function but a strategic partner in achieving business success.

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3 Develop Strategy

Developing a robust HR strategy that aligns with company goals involves creating a roadmap for how HR can contribute to each objective. This strategy should outline specific HR initiatives designed to support key business areas. For example, if a company goal is to enhance innovation, an HR strategy might focus on cultivating a culture that encourages creativity and risk-taking, as well as implementing programs that foster employee collaboration and knowledge sharing.

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4 Implement Changes

Once the strategy is in place, it's time for implementation. This involves rolling out new HR policies, processes, or programs that are aligned with company goals. Change management skills are critical here; you need to communicate the changes effectively to your workforce, train them on new procedures, and ensure that they understand the benefits of these changes. This step is about turning plans into action and requires meticulous execution.

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Robin Chapekis

Transforming HR outputs with Lean Six Sigma.
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Implementation is tough. There will be naysayers and those who don't want to understand the need for innovation. Start implementation by leaning on several champions-who in the organization is interested in change AND is a driving voice for their peers. Get those people involved EARLY; even long before implementation. Having a say in what is happening will ensure their loyalty to your cause and that loyalty will pay off 10k fold when the naysayers get noisy.

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5 Monitor Progress

Monitoring the impact of your realigned HR operations is crucial for continuous improvement. Set up metrics and Key Performance Indicators (KPIs) that are aligned with your company goals and measure how well HR initiatives are contributing to these objectives. Regularly review these metrics and use the data to make informed decisions about where to adjust your HR strategy, ensuring it remains aligned with your company's evolving goals.

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Robin Chapekis

Transforming HR outputs with Lean Six Sigma.
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Is what we're doing have an impact? Is it working? The organization had a goal of 10% market growth and your HR goal to support was reduce turnover by 10% to ensure the retention of institutional knowledge and ability to train new folks and then boom, a global pandemic. These goals are likely no longer realistic. Pivot and get onboard with remote work options, reduced output with some semblance of retaining a workforce and leave policies that will support who's left.

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6 Foster Culture

Fostering a company culture that supports the alignment of HR operations with business goals is vital. Culture influences how employees perceive their roles within the company and their contribution to its success. By nurturing a culture that values strategic alignment, you encourage employees to actively participate in initiatives that support company objectives. This cultural shift can transform HR from a traditional administrative function into a dynamic, goal-oriented force within your organization.

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Struggling to align HR operations with company goals?

1

2

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4

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6

1 Understand Goals

2 Assess HR

3 Develop Strategy

4 Implement Changes

5 Monitor Progress

6 Foster Culture

HR Operations

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Struggling to align HR operations with company goals?

1

2

3

4

5

6

1 Understand Goals

2 Assess HR

3 Develop Strategy

4 Implement Changes

5 Monitor Progress

6 Foster Culture

HR Operations

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