HR Strategy: Getting Everyone On-Board
HR strategy and the business strategy must be totally integrated. (Kearns, 2008). Employees have to know and understand the vision of the business and believe they are somehow benefiting beyond just receiving a paycheck. The HR department must provide executive management with fundamental ideas that help gain market share, while enticing and retaining talent.
Once the business strategy is in place, it is managementís responsibility to ensure company goals are embraced. There are several ways to make employees embrace company goals
- COMMUNICATION: the goals must be clearly defined. Ambiguity is a roadmap to disenchantment. Employees must understand how the company mission statement applies to their specific role within the organization.
- INPUT: management must seek input from employees about what tools and programs they do and do not need to perform their jobs; then, HR must eliminate wasteful and unproductive programs.
- FEEDBACK: management and employees should meet on a regular basis to discuss how the new strategies are working.
- POSITIVE REINFORCEMENT: employees should receive rewards for a job well done, especially after implementing new policies and procedures which tend to create added stress to team members who still desire to perform well and yet meet the demands of the new goals.
- VALUE: employees have to feel valued. HR strategy isn't worth the paper it's written on if workers feel neglected, taken advantage of, and are burnt out. A firm's performance reward system will in part be based upon its corporate culture. HR must ensure recognition and reward fit both the company and the employee. Regardless of the particulars, real strategy involves showing human capital sincere appreciation for their contributions.
If new ideas are met with enthusiasm, but they are never implemented, job satisfaction levels may drop. If sales goals are repeatedly reached, yet the people on the bottom never receive any kind of recognition (financial or otherwise), they will begin to resent the company. If employees arenít given the opportunity to grow and expand their level of contribution, they will burn out and search for better opportunities elsewhere.
Source: Kearns, P. (2008). HR Strategy: Business focused, individually centered. Amsterdam: Butterworth-Heinemann Publications