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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Learning & Development

ebay

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.

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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.

 

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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.

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Samsung

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!”

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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
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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.

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Roche

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

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Thoratec

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

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Intuit

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.

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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.

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Human Resource 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.

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Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.

Suzanne Kinner
VP Human Resources

Blackhawk Network

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