How HR Can Better Contribute to the Business

How HR Can Better Contribute to the Business A cartoon businessman smiles

How HR Can Better Contribute to the Business
Smart leaders seek to understand how HR can better contribute to the business.  Traditionally HR functions have operated more like a service provider to their company and have not consistently been involved in critical corporate-level strategies, decisions and investments. They were seen to live more on the implementation and soft-side of the company; and, frankly, too many HR leaders are content there.

High Performing HR Functions
Nowadays, savvy HR folks understand exactly how HR can better contribute to the business.  They know HR not only has a lot to offer, but also they are beginning to understand what it takes to get the attention of executives. Progressive HR leaders are learning to speak the language of executives in terms of business results and outcomes.

They are able to articulate what effective talent management can contribute to business performance. 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.

HR’s Responsibility
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
  • Be ready for the challenges of the future

In essence, when HR can “up their game” to contribute meaningfully to the business, they become a true partner rather than simply a reactive (and often transactional) service provider. HR can have a measurable impact on operational and financial performance by linking talent strategies directly to business strategies.

3 Main Talent Management Buckets to Start Off on the Right Foot
Talent management involves three main buckets of information that HR can analyze to supply the insight that executives need to make sound decisions regarding their people. The quality of the information 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 amounts to execute the business plan.

2.  How Much?
HR needs to understand and report current costs and accurately forecast future workforce and compensation investments that will keep top talent in place to get the job done.

3.  How Well?
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 performance standards. They must be able to answer questions like:

  • What is needed to improve performance, engagement and retention?
  • What kind of employee development would ensure that employees have the right skills just when or before they are needed?
  • When new employees are needed, where can they be found, brought aboard quickly and ramped up to productivity as soon as possible?

The Bottom Line
To understand how HR can better contribute to the business, HR also needs 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.

To learn more about taking your HR function to the next level, download What HR Needs to Do to Earn a Seat at the Executive Table

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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.

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I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

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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.

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Edify

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
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VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

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Director Human Resources

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.

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Susan Anderson
Workforce Planning Bureau

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

Greg Pappas
VP of Human Resources

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

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

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