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

HUMAN RESOURCE

Evolution of HR, Pre 1970’s

NEW ERA’S EXPECTATION

Shareholder’s ExpectationEmployee RetentionReputation ManagementCustomer’s LoyaltyShareholder’s Return

WHAT IS EXPECTED FROM HR?StaffingDevelopmentOrganization StructureHuman Resource

ManagementLegal CompliancePMS

BUSINESS KNOWLEDGE

Value Chain KnowledgeValue Proposition

KnowledgeLabor Knowledge

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.

THANK YOU