Quelles sont les meilleures pratiques pour aligner votre stratégie RH sur la stratégie d’entreprise?

In the 21st Century, every savvy business leader needs an HR strategy that is aligned with the Flexible Working requirement of high-performance talent. Every HR leader needs an aligned talent Attraction and Retention strategy that maps to the desired business outcomes of their executive leadership. This is a Bold Goal that supersedes all less important initiatives.

First to 1- Understand the Business Strategy and Objectives 2- Collaborate closely with executive leadership to fully comprehend the organization's strategic priorities, goals, and critical success factors. 3- Analyze the business environment, competitive landscape, and key drivers impacting the organization. 4- Identify the capabilities, skills, and workforce needed to execute the business strategy effectively. 5- Align HR initiatives, policies, and programs to directly enable and accelerate the achievement of business objectives. 6- Develops HR metrics aligned with business KPIs 7- leverage HR data and analytics to inform decision making

Understanding organizational goals and objectives. Collaborating closely with key stakeholders, including senior leadership and department heads. Conducting regular workforce planning to anticipate and address talent needs. Aligning HR initiatives with business priorities and metrics. Developing clear and measurable HR goals and objectives. Integrating HR processes and practices with overall business processes. Continuously monitoring and evaluating HR performance and outcomes. Communicating HR strategy and initiatives effectively across the organization. Flexibility to adapt HR strategies in response to changes in the business environment. Ensuring HR initiatives contribute to the overall success and growth of the organization.

No one will buy in to your strategy if you do not align it to solve for business challenges and company objectives. We all have a million priorities, so a one-off ask from HR is generally deprioritized immediately. If you can frame your strategy to mirror and/or compliment the business strategy, you will see more success.

En las empresas no pueden convivir diferentes estrategias para cada una de las funciones, en nuestra opinión sólo hay una estrategia, de la que se declinan diferentes planes de acción que responden a los retos estratégicos. Una vez enumerados el propósito, la visión, la misión y los valores, se debe trabajar sobre los modelos: El modelo comercial, debe ser el principal caudal de actividad y al que más recursos debemos asignar. El modelo organizativo, debe garantizar los procedimientos, tareas, planificación, para conseguir una productividad adecuada. El modelo de recursos humanos debe velar por toda la trazabilidad de la relación de la empresa con los colaboradores, desarrollar cultura y talento y garantizar los buenos ambientes de trabajo.

Aligning HR with the business strategy is essential for success. It's about ensuring that your human resources efforts support and drive the organization's goals. By understanding the business strategy, HR can proactively contribute to achieving those goals and addressing any challenges that may arise.

Una vez entendida la estrategia de Negocio tenemos que preguntarnos ¿cómo podemos nosotros aportar desde Recursos Humanos? y desde ahí partimos en nuestro plan estratégico.

Effective communication and collaboration are key to aligning HR with the business. Building strong relationships with business leaders and stakeholders is essential. It ensures that HR is not only aligned with business objectives but also responsive to changing needs. Collaboration allows HR to bring its expertise to the table and co-create solutions that drive the organization forward.

La comunicación es pieza clave en cualquier proceso estratégico. No sólo comunicar es importante, también hacerlo con pasión y convencer (liderar) a toda la compañía.

Desde RrHh daremos soporte a la organización para desplegar con éxito y bajar la estrategia a planes y acciones. Seremos también facilitadores, mediadores y seguiremos los indicadores que aseguren la buena marcha de los procesos. En especial RrHh, acompañará y velará por la capacitación de los líderes y mandos de la organización, para que la estrategia baje correctamente a todos los niveles.

The importance of partnering with business leaders and key stakeholders when developing an HR strategy has not nearly been adequately underscored. "Aligning HR strategy to the business strategy" is undoubtedly critical, and should be the mantra behind all HR strategies, yet far too often have I seen people executive teams bounce fabulous initiatives amongst each other almost in a vacuum, void of inputs from those the strategy will ultimately serve. At best, a polished draft is then circulated around the organisation executives for some high-level feedback. As with any project and change management, communicate and partner with your stakeholders early in the development of your strategy (and most likely earlier than you think).

La alineación de las acciones de RRHH con el negocio es la clave del éxito de la función y su aportación de valor. Por eso, es imprescindible que la dirección de RRHH conozca el negocio a la perfección y no es fácil. Cada sector de actividad necesita diferentes modelos de RRHH, por lo que no nos sirven recetas generalistas que muchas veces ofrecen las consultoras. Los diferentes colectivos que trabajan en la empresa deben segmentar nuestras acciones y trabajar en trajes a medida, las nuevas tendencias de RRHH acercan cada día más este tipo de relaciones. Hacer RRHH en una empresa no es más que alinear personas y negocio.

Durante todo el proceso RrHh escuchará la voz de las personas en la organización. De manera programada con encuestas de clima, seguimiento de indicadores, etc y también con una actitud abierta y escucha cercana en cualquier ocasión.

Por supuesto que una dirección de RRHH actualizada y puntera debe tener un libro de abordo mensual con todos los indicadores. Pero también es imprescindible recoger el feedback de los usuarios y de las otras funciones. RRHH no deja de ser un servicio estratégico que tiene como fin contribuir a la estrategia de la compañía y al mismo tiempo elevar la motivación y orgullo de pertenencia a la misma de todos los colaboradores. desarrollando cultura empresarial.

Continuous learning and innovation are crucial to keep HR strategies aligned with the ever-evolving business landscape. It's not just about understanding the current state of HR and the industry, but also being proactive in identifying emerging trends and technologies that can drive HR and business excellence. By fostering a culture of learning and innovation, HR can stay ahead of the curve and effectively support the organization in reaching its goals.

To align HR with the business, sync HR goals with company objectives, involve stakeholders, and regularly review and adjust strategies as needed. This ensures that HR efforts contribute effectively to overall business success.

Every forward-thinking leadership team will have a Workforce Ecosystem plan -- an HR structure focused on Value Creation for an organization that encompasses various practitioners, from within the organization and beyond, working to pursue both individual and collective goals, and that includes interdependence.

Aligning HR strategy with the business involves closely tying HR goals to overall company objectives. This begins with a clear understanding of organizational aims, followed by adjusting HR strategies to support these goals seamlessly. Regular collaboration with stakeholders ensures ongoing relevance, and periodic reviews allow for adjustments that keep HR practices in sync with evolving business needs. This approach ensures that HR initiatives actively contribute to the success of the broader business strategy.

It's all about bridging the gap between HR practices and the organization's unique needs. When developing your strategy, understand the business’s strategy first, and then build yours around it. You will still have your own strategies and initiatives, but you will need to prioritize them based on importance and impact. Key steps to achieve this alignment: -Understand business goals. -Assess HR strengths and weaknesses. -Align HR initiatives with business needs. -Develop action plans. -Set and measure clear goals. -Collaborate with business leaders. -Continuously review and adjust. Good luck! 🌼