As a strategic partner, we are be able to partner with your organization in developing plans that will align the firm’s human resources with your long term corporate goals and vision. We are able to contribute to business strategy development by aligning HR jobs with strategic goals, and provide tools and create an enabling environment to actualize these goals. We are able to analyze work processes and recommend improvements where necessary. We can develop policies that will benefit your firm, management, and employees alike.
Why HR must be Strategic!
Profitability is one of the primary reasons why human resources management should be a strategic business partner. As a strategic business partner, human resources management gains support for enhancing employee skills and training employees to meet business demands. These are two of the most effective ways to improve productivity and employee engagement, which in turn prepare the workforce for challenges associated with production and business demands.
As a strategic business partner, human resources management can justify adequate funding for human resources activities. Funding for training, employee development, competitive salaries and benefits packages strengthens the company’s position and competitiveness in attracting and retaining valuable talent and expertise. Without employees’ talent and expertise, the business risks losing production capabilities – the inability to achieve maximum production levels directly affects revenue, profitability and company standing in relationship to its competitors.
Human resources departments have traditionally been viewed by employees and leadership as merely operational areas with limited input in employment functions beyond hiring and firing. Since the 1980s version of personnel administration, human resources management has transformed into a department with greater influence on employee satisfaction, engagement and retention. As a strategic business partner, human resources management can continue to carve out its rightful position as an integral component of the business. Inclusion of HR management in strategic business planning improves employees’ and leadership’s perception of human resources.
Human resources management enables executive leadership to strike a balance within the organization. Developing strategy based solely on the organization’s capabilities related to production and revenue fails to take into consideration the company’s resources that make it possible to succeed. Human resources management, therefore, brings a broader perspective to the boardroom table. Including human resources management as a strategic business partner enables better decision making because it takes into account the actual workforce that supports organizational success.
The value HR management brings to strategic planning is paramount in attaining organization-wide goals. Implementing strategic plans is nearly impossible without the input of human resources and employee involvement. Recognizing the value of HR management is a critical step in developing business strategy, and it takes human resources management’s forward-thinking principles and business acumen to put those plans into action.