HR and Business Strategy

HR and Business Strategy

The HR department is a significant contributor to organizational success since they are mainly responsible for maintaining and organizing the workforce. In this course, HR participants will understand the critical areas in which HR supports the business strategy of the organization. These areas include: 1) Strategic Management: HR professionals has access to useful people analytics and they are in the best position to give professional service in strategic workforce planning and management. 2) Wages, Salaries and Benefits: HR specialists structures compensation and benefits schemes that are competitive with other businesses, and in so doing, helps companies to attract and retain talent. 3) Safety and Risk Management: HR specialists manages compliance to Occupational Safety and Health Administration regulations They design training programs to reduce loss due to workplace injuries and fatalities. 4) Minimizing Liability Issues: HR professionals investigate and resolve workplace issues and grievances before they escalate into legal suits. 5) Maintaining Compliance: HR workers ensure that the organization complies with federal and state employment laws. 6) Training and Development: HR professionals coordinate orientation, training and development programs; coaching and mentoring to prepare aspiring leaders; and awareness activities to showcase company’s policies and corporate culture.7) Employee Satisfaction: HR managers solicit employee feedback to understand issues that have impact on employee performance, satisfaction, work life balance, and engagement and offers solutions that help to maintain high performance, morale and satisfaction levels throughout the workforce.8) Recruitment and Onboarding: HR professionals work closely with other line managers to effect good hiring decisions primarily based on competency, behavioral disposition and motivation. They also help to clarify contractual conditions to new hires.9) Workforce mobility: HR professionals can help managers to determine cross-functional plans and tactical implementation plans involving the mobility of the workforce and deployment of staff. 10) Continuity of leadership through succession planning: HR specialists strategizes succession planning right from the moment of talent hiring. They prepare a pool of talent who are trained or being trained to assume leadership roles.11) Change Architect: HR managers execute strategies and activities necessary to lead change in the organization. They understand how organizational culture and operational values may need to evolve along with the needs of a changing and diverse workforce.

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