group4

Link to Slides Ideas Page

Group 4 Page
 * Brainstorm of ideas

1) What contribution HR can make towards organisational strategy?**


 * HR Strategy and objectives must be vertically aligned to organisational strategy and objectives to help achieve organisation to achieve its goals
 * Assist with the long term planning of how business will achieve goals by 1) developing supporting strategies and 2) environmentally scanning both the internal and external environment the organisation operates within - SWOT and PESTLE analysis
 * Greater understanding/knowledge of the business and the ability to think of the bigger picture i.e. via environmental scanning, will enable HR to be proactive and make informed decisions and pre-empt potential business risks and recommend measures to mitigate such risks
 * Provision of meaningful management information i.e. financial costs/implications of recruitment, absence, turnover etc can help enhance the credibility of HR to strengthen the HR business case
 * Development of supporting strategies **-** recruitment and selection, learning and development, retention, reward, talent management, succession planning, performance management, branding, CSR
 * Driving transformational activities - champion change management projects as part of long term focus to respond to changing climate and business needs
 * Working closely with finance and marketing to help achieve organisational strategy - ensure all teams aligned.
 * HR should adopt a proactive, consultative approach and listen to the needs of the business
 * HR should promote its value by demonstrating areas of expertise i.e. employment law, reward, recruitment strategies, policy work


 * 2) How can HR work effectively with line managers in the achievement of organisational goals?**


 * Work in partnership with line managers to encourage ongoing communication and awareness of what is going on in the business
 * Coaching front line managers on the effective implementation of HR policies and practices i.e. performance management, disciplinaries.
 * Ensuring that line managers are aware of potential risks to the business i.e. employment law implications with employee relation cases in line with best practice
 * Adopting a proactive, consultative and informative approach to working relationship with line managers - particularly important to consult with key stakeholders to tackle resistance to change and gain buy in as they are more likely to be receptive if they feel they have involvement in the process.
 * HR should actively listen and respond where appropriate to business needs, as well as inform the business of areas of risks and being a critical friend.
 * AMO model - helping to enhance the psychological contract.