Advantages of Assessing HR Goals and Organizational Strategy Paper

HR Alignment

Alignment issues in organizations drive much of the organizational changes seen today. The HR function has the responsibility of constantly asking how it can better align with the organization to help accomplish its strategic goals. For example, if an organization wants to have its employees working in new and innovative ways, organizational leaders might recognize that the current organizational structure is not the most practical one for employees to work to their full capability or that the structure is bureaucratic. Or, the organization may want to be aggressive, but its employees and its culture are risk-adverse. These are examples of alignment challenges.

Using the organization you previously identified, answer the following as if you were developing HR-driven organizational metrics. For this Discussion, you will use an HR Scorecard approach discussed in your course text.

HR Competencies

For those currently in or considering the field of HR, the topic of required competencies for success is often a personal one. All professionals, from time to time, go through a process in which they evaluate the competencies that are required for success in the field. Beginning in the 1990s, the HR profession started to identify competencies as well.

As HR becomes more of a strategic partner that utilizes metrics more, it is likely their expected competencies will continue to evolve. Based on your research and experience, think about the competencies you anticipate HR professionals will need in the future so that they can become valuable strategic partners that can then utilize metrics to demonstrate their value.

In this assignment, you will begin by reflecting on the competencies that you believe are most important for HR professionals, based on your research in the field and your experiences. This assignment will give you an opportunity to consider, from a strategic perspective, whether these competencies are indeed the most important to have.

Respond by Day 7 to three or more of your colleagues’ postings in one or more of the following ways:

  • Ask a probing question.
  • Share an insight from having read your colleagues’ postings.
  • Offer and support an opinion.
  • Validate an idea with your own experience.
  • Make a suggestion.
  • Expand on your colleagues’ postings.

Classmate 1: (Machele)

HR Alignment

Benefits or Advantages of Assessing HR Goals and Organizational Strategy

There are several benefits that come with a proper assessment of the HR goals and firm strategy. One of the advantages is that it ensures that there is a quicker way of executing the overall organization strategy. When there is a tighter goal alignment, it helps to remove redundancy and duplication of employees’ efforts, thus increasing overall efficiency and proper resource allocation across the entire organization (Becker, Hueslid, & Ulrich, 2001). The other benefit is that it increases the operating margin. The alignment ensures that the employees are aware of their individual goals and how they influence the organizational goals, thus ensuring that they are more engaged in their work. This has an effect of increasing the company’s operating margin as well as its profitability. Proper assessing the alignment of HR goals and organization goals is that it helps to reduce employee turnover (Reinheimer, 2010). It ensures that there is greater employee ownership as well as establishing pay for performance culture, which improves on overall organization performance.”

Classmate 2: (Dara)

“HR Alignment

HR as Partner and Driver of Change

The move to a strategic function requires HR to partner with the organizational leaders and offer proactive support as opposed to just administrative. The HR partner should be knowledgeable enough about the business to be able to work with leadership to design HR plans that will meet the company’s strategic needs. They should be able to manage any HR needs of the clients, using metrics such as turnover and time to fill to help guide and support the client strategy (Handler & Jasinski, 1991). An HR partner with a handle on the business’s strategy and the necessary HR metrics should further be able to drive change. Using a strong understanding of the human capital of the organization, including their satisfaction, their change tolerance, and their individual understanding of organizational strategy, allows the HR professional to help drive the changes dictated by the strategy. A failure to align change to the human capital will likely cause a gap that will be difficult to overcome.”

Classmate 3: (LaTanya)

HR Competencies

In order to successfully function as a HR Professional, one must follow particular HR strategies and behaviors. The expected behaviors are known as competencies that has to be measured systematically in order for HR Professionals to serve as valuable business partners (Becker; Huselid, & Ulrich, 2001, p.2861). I believe that the two most important HR Competencies are Computer literacy and HR’s education and influence on line managers. These two metrics are important because technology is consistently evolving and the functions of majority of organizations are becoming more reliant on technology. McDonald’s definitely rely on technology often and even adopted more self-sufficient ordering devices for their menu in various restaurants. Moreover, it is very essential for the HR Professionals to be able to educate themselves on any and all updates in order to properly train line managers, who would then train the employees.”