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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I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

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

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

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 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

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
Vice President Human Resources

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

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

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

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

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

Frank J. Kuypers
Business Development Manager

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

We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

Margie Bunting
HR Manager

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