The HR team has a huge remit. From the day-to-day administrations of everything people related to the guardian of the organisation’s talent pipeline, they are a vital cog in the operational wheel as well as being responsible for future-proofing the business.
But is the HR function seen as strategic as it should be?
Globally, HR tech has advanced considerably over the past decade, and this is paving the way for teams to become strategic partners to the business. But how do you ensure this transition is recognised and guarantee a seat at the top table?
There are 3 reasons why working with Transform Performance will help you demonstrate HR’s strategic value:
1. Help every employee to achieve personal excellence
We achieve this by getting right to the heart of what drives people – their beliefs. This ensures true and lasting change rather than a short-term uplift in productivity.
2. Create a direct link to your goals
Demonstrating a contribution to an organisation-wide strategic objective is powerful. We ensure our programmes deliver at this level by listening to our customers’ needs and creating a bespoke, fit-for-purpose programme.
3. We value measurement
We measure everything. ROI is built into the work we do for you, right from the outset, and continues throughout the programme so we are able to offer a detailed view of the impact of your changes. Our measurements include both subjective and objective data to give the most rounded view possible.
Here’s more about how we achieve this.
What does ‘strategic’ look like?
In essence, the main driver of conversations at the top table is contribution to achieving strategic targets, financial or otherwise. Driving the business forward always involves the people and yet HR is often seen as outside of the core leadership decision making process.
According to a survey by Gartner, 70% of CEOs expect their HR Directors to be a key player in strategy, but only 55% say this expectation is met. 1
Achieving a truly strategic role is about being joined up with the overarching business strategy, delivering a clear return on investment, and owning initiatives which make a true difference to the future of the organisation.
The pivotal role of talent
Talent strategies are the holy grail of today’s aspiring business. To be a truly high-performing organisation, the culture needs to attract, nurture and retain people who will provide the right environment for tomorrow’s leaders.
It all sounds straightforward but, of course, these goals involve two big unknowns: people’s behaviours and their attitude to change.
Presenting the right solution
One of the biggest barriers to HR being accepted as a strategic business partner, or being able to make a strategic contribution, is bringing the business on board to commit, both financially and aspirationally, to development programmes.
A combination of resistance to change, a lack of funding and the complex nature of bringing managers and leaders on board through what is commonly a matrix reporting line results in a lack of prioritisation for the projects needed to deliver the strategy.
At Transform Performance, we put return on investment front and centre of every bespoke proposal we create.
We do this by understanding your objectives first, then building a development programme that is perfectly tailored to deliver what you need. For us, it’s critical that you can trace the outcomes of the work we do with you directly to your business performance, both behaviourally and financially. That’s why we’re always thrilled to pinpoint wins just like this one:
“We’ve been able to attribute the behaviours and skills from the programme to business wins totalling £15M in new business and £6.5M in retained business.”
Global Head of Learning – GfK-NIQ
Schedule a free consultation with us. We’d love to discuss how we can leverage our experience to help your organisation and your people thrive, and help your HR function drive real business results.
