If you own or operate a business, chances are you’re keeping a close eye on three key indicators: Revenue, Profit, Expenses. You may rely on the CFO or head of Operations to help you track these metrics. But what if your HR department could help you drive and manage all three — in proven and scalable ways?
Increasingly, organizations are looking to their HR teams to move beyond traditional tasks like benefits administration and records management and into more strategic roles aimed at aligning HR priorities and people investment with the overall business objectives. The outcome: Smart organizations are shifting from siloed HR departments — strategically leveraging HR expertise and knowledge to accelerate better business results. In this series, we’ll explore 8 steps you can take to transform your organization’s HR into a business driver -
- View HR as a business investment
- Set the strategy
- Determine your HR objectives
- Refine your HR objectives
- Define Success
- Invite HR to the table
- Create cross-team connections
- Consider additional HR options to maximize your team
In part one, we’ll discuss how you can view your HR department as a business investment (and how to become an advocate for it) and setting a strategy that includes determining what kind of workplace you want to be.
If you’re a small business owner or executive, you know that the field of Human Resources has never been more complex. HR is now comprised of over 20 separate disciplines, including recruiting, performance management, retention, wage and hour, compensation, immigration, professional development, culture, and benefits – all of which can affect the bottom line. Read "Bottom-Line Benefits to Building an HR Village" by Mammoth CEO, Nathan Christensen, to learn how to create your own HR village.