{"id":7265,"date":"2020-11-03T08:42:40","date_gmt":"2020-11-03T13:42:40","guid":{"rendered":"https:\/\/www.epsi-inc.com\/?p=7265"},"modified":"2022-06-09T13:09:33","modified_gmt":"2022-06-09T17:09:33","slug":"how-can-hr-professionals-contribute-to-organizational-objectives-in-2020","status":"publish","type":"post","link":"https:\/\/epsi-inc.com\/en\/how-can-hr-professionals-contribute-to-organizational-objectives-in-2020\/","title":{"rendered":"How can HR professionals contribute to organizational objectives in 2020?"},"content":{"rendered":"

One of the key roles of the HR function is to ensure alignment between the human resource strategy and business strategy and objectives.<\/strong>
\nWe are pleased to introduce you to Briana Richard<\/a> CHRP, who works as a Talent Management Consultant at EPSI. Briana provided us with her thoughts on how employees in a Human Resources role can contribute to the business achieving their objectives – here is what she had to say:<\/strong><\/p>\n

This is such an interesting topic! Human resource professionals have a significant opportunity to create value by taking a data-driven approach to human resources.
\nToday we are in an era of big data and we have more access to HR analytics than ever before. Many organizations are already capturing HR data and it is up to HR professionals to leverage this workforce intelligence to empower leaders to make strategic business decisions that will have the most positive impact.<\/p>\n

We\u2019ve heard it many times before \u2013 people are a company\u2019s greatest asset. In this sense, people analytics may be a company\u2019s second greatest asset. As HR professionals, we must tap into our HR data to make meaningful recommendations and decisions. To do this in an effective way, HR professionals must identify the right data to measure and then use qualitative and quantitative methods to inform a more detailed analysis of the information.<\/p>\n

We can make a meaningful impact by using this information to make evidence-based recommendations and decisions that will contribute to the bottom line.
\nWhen we couple organizational strategy with data analytics, decisions can be more targeted to achieving the intended outcome. For HR professionals to contribute to this in an effective way, we need to better understand the impact of our HR policies and programs by using valuable metrics analysis. For instance, we may look into the relationship between employee engagement and financial performance and measure that impact.<\/p>\n

Based on the results, we can more accurately design or redesign HR programs to better target employee satisfaction. Being able to quantify the business impact of HR policies and programs is a powerful way that HR professionals can start to create value by making meaningful change in the workplace. As HR professionals, it is imperative that we have a clear understanding of how we can use HR analytics in a strategic way to make a positive impact in the workplace.<\/p>\n

What does successful HR leadership look like? How does HR leadership create value for their organizations?<\/strong><\/p>\n

Human resource leaders understand that employees underpin the success and future of any organization. They recognize that the success of their business relies on great employees and leaders.
\nAn indication of a successful HR leader is that they actively work to set others up for success \u2013 they do this by operating a strategic and systematic talent management process. Within this process they emphasize the importance of leadership development, coaching, mentoring, and training.<\/p>\n

Human resource leaders work collaboratively with other departments across the organization to identify highly qualified personnel and provide those future leaders with opportunities to further develop their leadership skills. These actions help to cultivate a robust pipeline of human talent that is prepared to lead through inspiration and engagement of others.
\nSuccessful human resource leaders know that leadership development is pivotal to the growth of their organizations and with this in mind, continuously work to create learning opportunities for future leaders to foster their potential.<\/p>\n

Of course, there are other fundamental behaviours of leadership. Successful leaders are strategic thinkers, they inspire others, communicate effectively, promote and enhance diversity and inclusion. They are open to ideas and different ways of doing things and encourage positive risk-taking. Their actions influence employee perceptions of the workplace and employee engagement.
\nSuccessful leaders know that human resource talent drives organizational success and they are able to guide, influence, and inspire talent to achieve the business goals.<\/p>\n

Learn about our Development and Training Plans by contacting one of our consultants<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"

One of the key roles of the HR function is to ensure alignment between the human resource strategy and business strategy and objectives. We are pleased to introduce you to Briana Richard CHRP, who works as a Talent Management Consultant at EPSI. 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