How HR Can Better Contribute to the Business

picture of Hr leader discussing 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, decision making, and investments. HR was seen to live more on the implementation and soft-side of the company; and, frankly, we find that 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 they are also beginning to better 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 performance outcomes.

It starts with being able to articulate how effective talent management can contribute directly to business performance and strategic initiatives. We define talent management as the workforce that leaders build and manage to create a unique people advantage that competitors cannot easily replicate.  At a minimum, HR’s role should be helping their company to better attract, engage, develop, and retain top talent that will thrive and perform.

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, 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, they become a true business partner rather than simply a reactive (and often transactional) service provider.

HR can (and should) 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 right folks in the right roles and in the right amounts to execute the current and future business plans.
  2. How Much?
    HR needs to understand and report current costs and accurately forecast future workforce and compensation investments that will keep the necessary talent in place to get the job done in a way that makes sense.
  3. How Well?
    Here is where HR needs to identify the critical success metrics and competencies needed in each job category and how well employees are performing against performance standards. HR must be able to answer questions like:
  • What is needed to improve employee performance, engagement, and retention?
  • What kind of employee development would ensure that employees have the right skills at the right time?
  • When new employees are needed, where can they be found and how can they be onboarded quickly?

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

John Mastrorilli
FRDP Leader

Intuit

We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

Anita Luckinbill
Director, Human Resources

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

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
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

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

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

SPO Partners & Co
Kim Silva, CFO

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

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

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

We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

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

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