HR Directors: A new way to position HR within the business

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THE HOW TO DIGITALLY EMBED CULTURE BLOG 

Culture-tip-trap-trick-thursday

HR Directors: A new way to position HR within the business

 

Hi All,

 

Here is your bi-monthly dose of “tip-trap-trick-thursday,” insights on how to digitally embed company culture. This week we talk about how to position HR within the business.

 

Companies where HR is not seen as a trusted and strategic partner face challenges both in the market and internally with employees. Furthermore, the interventions and change efforts designed by HR often fall flat with little impact on the business. Business then labels HR as being ineffective, HR becomes demoralised and the cycle continues.

 

The story is very different in organisations where culture forms the foundation. These organisations outperform and out-innovate their competitors.

 

Summary

TIP: HR’s distribution of time and budget across the 3 key strategic directives to be aligned with the business strategy

TRAP: Spending 90% of effort and time on the 3rd directive (Resourcing the organisation for the strategy) builds reactive and narrow focused organisations

TRICK: Co-create and constantly measure

 

 

TIP: HR’s distribution of time and budget across the 3 key strategic directives to be aligned with the business strategy

When designing the HR strategy for the year, HR Directors need to decide how they will distribute budget and time across these 3 key strategic directives:

 

  1. Aligning employees to the strategy
  2. Shaping the culture to meet the strategy
  3. Resourcing the organisation to meet the strategy

 

Everything that is done within HR, can fit within these 3 strategic directives. Consequently, these also align to the directives of the “Top Team”. The current strategy will determine the allocation of time and budget across these 3 strategic directives.

 

 

TRAP: Spending 90% of effort and time on the 3rd directive (Resourcing the organisation for the strategy) builds reactive and narrow focused organisations

 

If HR is viewed as being reactive and administrative in most cases this results in an organization that is reactive and narrow focused.

 

It is critical that HR focuses on changing this perception in the business and thereby their ability to influence the organisation. This requires HR to value each of the 3 key strategic directives and allocate resources appropriately.

 

TRICK: Co-create and constantly measure

The prioritization must form the basis for the HR strategy and thus needs to be co-created with the business. Evaluating how business perceived your past prioritization vs the “to-be” prioritization will help inform what needs to be done differently.

 

Here are some tips to measure and understand:

 

  1. Aligning employees to the strategy – Best done by just asking employees in different departments if they understand how the strategy impacts their area. Power tip: Try to measure at different timelines after you launch the new strategy.
  2. Shaping the culture to meet the strategy – If you ask 10 employees to define your culture and you get somewhat different answers then this needs more focus
  3. Resourcing the organisation to meet the strategy – while it is easy to fill seats, ensuring culture fit and mindset is more important. Ensure you recruit and train with this in mind. Business leaders will provide you with the input you need here.

 

P.S. — Never confuse being busy with progress. As the HR Director you are responsible for ensuring that your company is the employer of choice. Using these 3 key strategic directives will help you to keep a strategic outlook.

 

Enjoy the rest of your week!

Mishanth

mishanth@stratagc.co.za

084 280 9206

Founder | Strata Game Changers


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