This video will highlight how HR activities should be tied to the organization's mission and values. Examples will be provided.
- By implementing HR strategies that align with the organization's strategy, you can develop a reputation among leaders as a true partner in the business. So how do you do that? A good place to start is with your organization's vision, mission, and values. So let's start with the vision. Let's say you work for a small tech firm who creates apps focused on health and nutrition, and the organization's vision statement is: to make lives better. You have two responsibilities. One is to live out the vision inside the organization.
You might do that by ensuring your work-life balance programs suit the needs of your employees, by offering more vacation time than your competitors, or by allowing people to bring their dogs to work. The other is to help the organization achieve its vision, or make lives better for customers. That means recruiting the best programmers who can create amazing apps. It also means focusing on employee engagement. Happy employees will produce better apps, and better apps will make better lives for the end user. You must also live the organization's mission.
How do you make the organization's mission your mission internally? Perhaps your tech firm's mission is: to promote a healthy lifestyle through a wide range of well-designed apps. It is your mission then to promote a healthy lifestyle inside the organization. Perhaps that includes a yoga and exercise room, wellness programs, healthy food in the cafeteria, and making a nutritionist available to all organizational members. Finally, review your organization's core values, and determine how you're living them internally.
If one core value for our tech firm involves excellent customer service, then your core value in HR is to provide excellent internal customer service to the employees. If another core value is innovation, then you should be doing innovative HR things, like holding a contest for the wackiest cubicle, or welcoming new hires with a choreographed dance. One way to gain leadership's attention is to figure out how to demonstrate return on investment, or ROI, for your HR activities. Too often, leaders and employees see HR as an administrative duty because they don't know any better.
It's up to you to prove to leaders that HR can and should be so much more than that, and that you can do that through ROI. Money talks, as they say. Demonstrating ROI means demonstrating that the price of implementing something is a lot less than the money saved, or money earned, as a result of that something. Take training for example. If your company loses 30% of customers within the first three months of signing on with you, your company is losing money. Let's say $200,000 in revenue. Convince the CEO to spend $10,000 on customer service training, save half of those customers, and keep $100,000 in revenue.
The cost of training was $10,000, and the return on investment was $90,000, or $100,000 minus the cost of the training. Your homework assignment is to take a look at your organization's vision, mission, and core values, and ask yourself some questions. How can you apply them to you yourself inside the organization? It's easier if you remove the word customers and replace it with employees. Where are you excelling in meeting the vision, mission, and values for your employees, and what are the opportunities for improvement? How are you living the core values? What are you doing that helps the organization achieve its vision and mission, and where are you lacking? Where could you be stepping in to drive the organization towards its goals? And, how are you ensuring employees, managers, and leaders are behaving in a way that aligns with the core values? Your second homework assignment is to become more aware of ROI.
Can you prove that the cost of something you implemented is saving or earning money? If so, share that information with your CEO. Moving forward, try to apply ROI whenever you can, and that's how you'll become someone your leaders view as a partner in making your business a success.
- Tying HR to your company's vision and mission
- Strategic planning
- Measuring training program success
- Building engagement
- Creating culture