Before HR can align itself with an organizations business strategy it must analyze itself.
HR is always concerned with corporate measurements, such as Key Performance Indicators, benchmarking, and turnover rates. These organizational measurements are good and are required but they not all that is required. In order to impact an organization’s behaviour HR has to first be able to measure its own impact.
Here is a great little article by Tom Haak, a Global HR expert from HR Trends Institute where he highlights his insights into how HR can simply measure its impact. He outlines ingredients in his recipe for HR impact. Here are 12 questions every HR department should think about:
- To what extent does your HR team speak the language of the business?
- How good is your HR team at connecting the various disciplines within the organization?
- Which description fits better with your HR team: are you leaders or followers?
- Does HR have clear principles?
- Is your HR department sufficiently flexible and client focused?
- Does your organization laugh with HR or laugh at HR?
- Does your HR team dare to experiment?
- Is your HR department good at implementing major projects?
- Does your HR team dare to innovate?
- Does HR have a large and strong network?
- Does HR use the opportunities offered by HR analytics?
- Does HR come with practical and simple solutions?
Click here to read the complete article by Ton Haak.
Looking inward at your HR department’s ability to influence organizational performance is key to helping the organization meet it business goals and objectives.
- 1. Think about an HR department you are familiar with, rate them on the 12 questions above using a 5 point scale, 1 being low and 5 being high. Where are the HR department’s strengths? Where are the areas of improvement?
- Your VP of HR wants you to draft an action plan to present to the Board of Directors on how to improve the HR department’s success.