How can HR help meet business objectives
The HR strategy should form part of the wider business strategy, identifying areas where HR can have an impact. These include:
- Recruitment strategies and timelines – focusing on attracting the right talent to ensure the business can deliver.
- Supporting efficiencies in the business by having the right people in the right places.
- Focus on retention and keeping current employees and teams in the business.
- Introducing management training for areas where skills gaps or knowledge may lie.
Recruiting the right people
It’s an employee’s market, and therefore businesses need to stand out as an employer of choice. The HR strategy should include the employee’s journey into the business, its adverts and the recruitment process. The recruitment process is the first impression a potential employee has, so it’s important to consider:
- Job adverts – do they sell the business? Do they grab candidate’s attention and are they posted on the right platforms? Does the one-click advert work for the business?
- What does Google say about your business? Does it give employees an insight into working for the company? Does the business have a team section on the website? Consider what could make it stand out from the competition.
- What is your recruitment process? Is it accessible? How long does it take and how many steps does it contain? A smooth recruitment process is attractive, and it makes a candidate feel that the business is organised and focused.
Retaining the right people
Staff retention starts on the first day an employee joins the business. Retention supports business productivity, and efficiencies and promotes a positive culture. This is where staff surveys can help managers understand employee sentiment and how they feel working for the business.
Consider:
- What a new employee receives on their first day. Is the day prepared and organised, starting with a warm welcome? Read our guide to onboarding.
- The importance of communication – how are employees communicated with? Are there appraisals, 121s, or general catch-ups? Do employees feel they are embedded into the business?
- The routes for staff progression – can employees see a future in the business?
- The benefits on offer. These don’t have to be expensive, for example offering birthday days as holidays, extra holidays for years of service, organised activities and focuses for mental health and wellbeing (such as lunch club, and fitness clubs) and financial advisors being brought in to offer advice.
Upskilling and training staff
According to research, 87% of millennials say learning and development in the workplace is important while 59% of millennials say having opportunities to learn and grow is extremely important when deciding whether to apply for a job. Training can support several different business objectives, and increase levels of motivation and productivity. Understanding where the skills gaps lie within the business will help identify where training could plug these holes. These can range from understanding business costs and efficiencies to managing people and developing leadership skills.
Next steps
- Present the proposed objectives to senior management. That’s to make sure that it’s in line with the business objective and explain the context of these activities.
- Agree on key timelines and deliverables and share the strategy with the business. Those objectives all have delivery dates. Timing within HR is crucial, for example, if you’re launching a product in July – which needs more support and an increase in staff, recruitment would be the first objective and should be the priority. HR will support the business on its journey throughout the year.
Efficiencies for all businesses are going to be a big focus for 2024, and a clear HR strategy will help support this. Get in touch if you would like support with yours.
