Gaining a seat at the strategy table has been a long time coming for many HR professionals. Gone are the days of the static role of HR as the position of Human Resources has come to be understood as a needed strategic player in the overall vision and direction of an organization. Without a staffing plan, a company would be scrambling to find the next person up. Without a strategic organizational map that includes a succession plan or an accurate and up to date compensation schedule, a company can’t confidently move into the future.
As a strategic partner, Human Resources Executives carry with them the distinction of carrying parts of three major facets of success within their role: the vision, mission and core beliefs of an organization. Without the strategic insight of HR, these three things can become a point of disconnect. While managers and other executives can help carry things through, it’s the organizational leadership and vision of HR that help to keep the core beliefs in line with the mission of the organization, helping the company to ultimately realize it’s vision for existence.
If you are an HR executive, here are five things that you will undoubtedly need to consider as a part of your role to help your organization be successful.
1) Do all the pieces fit together from a staffing perspective? HR leaders need to be able to look at the organization from the 30,000 foot level and see if the pieces in place are doing the jobs that they need to be doing to move the company forward.
2) Is the organization sticking to its core beliefs? A lot of times, companies will establish their vision, create their mission statement, but not work to establish their core beliefs, or lose sight of their core beliefs. HR can play a huge role in identifying this as a problem area and work to re-establish what the core values are of the organization.
3) Is our culture strong and adapting to changes both within, and outside the company? No one will argue that having a strong culture is a key to success. Cultures often times are faced with challenges. HR and other key leaders need to identify these challenges and ensure that the culture is maintained, or adapted, or even re-built.
4) Is our employment marketing painting a positive picture? Every company wants the top talent, but is your company attractive enough to those that are looking? How positions are marketed are just as important as to how the company is marketed, and sometimes these go hand in hand. The picture that is painted for an prospective applicant as they look at the website, talk to key leaders or employees is just as important as the marketing the company does to gain business.
5) Are we following the right hiring procedures? Hiring practices and procedures change over time as new laws are presented regarding fair employment practices. Is your background check process in line with what the FCRA and the EEOC expect? Are you taking the time to fully vet candidates through all the various legal ways that are possible today? It’s important to the organization as a whole and a big part of the strategic plan to ensure that hiring practices and procedures are relevant and up to date to find the best possible talent.