How HR Can Better Contribute to the Business

A cartoon businessman smiles as he is surrounded by cartoon-style employees

HR departments are coming to realize what an important role they can potentially play in today’s businesses. Traditionally they operated more like a service provider to their company and had not yet earned the right to sit at the executive table when critical corporate-level strategies, decisions and investments were being made. They were seen to live more on the implementation and soft-side of the company; and, frankly, most were content there.

Nowadays, savvy HR folks are recognizing that they not only have a lot to offer, but also they are beginning to understand what it takes to get the attention of executives. Progressive HR managers are learning to speak the language of executives in terms of business results and outcomes and to articulate what they can contribute around a critical lever for success in today’s competitive business environment – talent management. We define talent management as the workforce that leaders build and manage to create a unique advantage their competitors cannot replicate.  At a minimum, HR’s role should be helping their company to better attract, engage, develop and retain top talent that will thrive in their corporate culture and best execute the business strategy.

It becomes HR’s responsibility to ensure that their company has the human capital it needs to compete in the current environment, quickly adapt to changing requirements, and be ready for the challenges of the future. In essence, when HR can “up their game” to contribute meaningfully to the business units they support, they become a true partner rather than simply a reactive service provider. They can have a measurable impact on operational and financial performance by seeing that the right talent is in place now and in the future.

Talent management involves three main buckets of information that HR can analyze to supply the numbers the C-suite needs to make sound decisions regarding their people. The quality of the data is critical – it needs to be reliable, accurate, rich and detailed. It should be analyzed in a way that supports business strategies and it should be shared across the board with those who need the results in order to make smart decisions.

  1. How many?
    HR needs to be sure that they have the right folks in the right roles and in the right numbers.
  2. How much?
    HR needs to report current costs and accurately forecast future workforce and compensation investments that will keep top talent in place.
  3. How good?
    Here is where HR needs to identify the critical success metrics and competencies needed in each job category and to know how well employees are performing against the standards management sets. This is a measure of performance. What is needed to improve performance? What kind of development would ensure that employees have the right skills just when or before they are needed? And, when new employees are needed, where can they be found, brought aboard quickly and ramped up to productivity as soon as possible? Here, too, is where HR needs to assess the degree of employee engagement to keep turnover low and high performers happy, challenged and productive.

Above all, if HR intends to take on a more strategic role, they need to be more proactive around change. With a clear understanding of the company’s overall strategy, HR must support that strategy through the workforce, be agile enough to adapt as needed, and provide the metrics of progress toward improved performance company-wide.

Share:
Facebook Twitter Google+ Email LinkedIn

Comments are closed.

LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.

Fortune 500 Financial Services Company
Director of Infrastructure & Technology

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

Robert Breckner
Firmware Engineering Manager

IGT-large-gray

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

MDT-large-gray

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

Juniper-large-gray

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

Ken Boehm
Vice President of Human Resources

palmsource-large-gray

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

aeroprecision-large

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

JSR-large-gray

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

Ken Boehm
VP of Human Resources

CVT-large

What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

Jeff Rangel
Director of HR

Logo - Gray - WYSE

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

community-healthgroup-large

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director of Human Resources

harmonic-large

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

genomic-large

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

Stacie Rodgers
VP of Human Resources

Cutera

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

icon_expert-blog

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More