Determine and Refine Your HR Objectives
All of the strategies on the previous page are legitimate approaches. The problem is that many business leaders see this as a global scale that applies to their entire HR function. That’s the wrong way to look at it, because different disciplines within HR carry different value for each individual company. Instead, start with deciding what’s most important for your organization. Below are some factors to consider. They map back to the kind of organization you want to be and where you want to go:
How does your organization view these factors?
Keys to Success
What are the things that propel your business to success? Is it people? Or training?Then you may want more HR resources focused on hiring and recognition programs. Is employee and customer retention key? Then engagement may be an area of importance. Is it technology? Then one priority may be professional development.
Culture and Values
These are the guiding principles of your company. If your culture is built around innovation, you might weight professional development more highly than a company built around a culture of great service.
Growth Plans and Business Objectives
Certain components of HR are more critical for scaling or growing a business than others. For example, if you plan to grow rapidly, recruiting and hiring is going to be more important to your overall business success than for a company that doesn’t plan to expand.
The next step is to refine HR objectives by practice area. You can’t do everything, so this gives you and your team a much clearer roadmap to follow, and allows you to target your time and money much more strategically. Here’s an example of how to do this:
This organization should target the following HR objectives:
Onboarding. This is crucial because the person cannot be effective until they have a baseline understanding of skills.
Benefits. Since one of the Keys to Success is People, benefits are important in order to attract top talent.
Compensation. This is not crucial because their employees’ skills are highly specialized and not transferable. They’ve decided to lead the market in other ways and according to their culture they prefer employees who are not focused on money.
Engagement, rewards, & professional development. All are very important because their goal is to bring in relatively unskilled people, train them up, retain them, and build their skill set as quickly as possible.
In part three, you’ll learn how to define success by identifying metrics in relation to your practice areas and how you can ensure your HR department buys in by giving them a seat at the table.
If you’ve ever won a workplace award, you know that it’s an achievement worth celebrating. But here’s something you may not know: according to one study, a whopping two-thirds of companies that win workplace awards fail within 5 years. Read "How to Turn Your Workplace Award Into Workplace Success" to learn more.