The Importance of Aligning HR Policy and Talent Management with Organizational Strategy

Questions:

What you said here is very important: "whether the procedures and policy of the human resource across the organization fit the goals, needs, aims as well as leadership of the organization."  When this doesn't happen, HR is not effective.  Comments? 

Obtaining a well thought out talent management strategy that is congruent with your organization's business strategy will ensure your business attracts the top talent while competing with other corporations. Talent management when aligned with an organization's business strategy helps retention within the business's employee pool. Talent management itself is based on providing a framework that gives structure to leaders by developing staff that meet both individual and organizational needs. This is vital to a company's success and effectiveness since talent management is an integral part of a business strategy. A human resource business partner (HRBP) can add value in conjunction with talent management and an organization's business strategy to retain employees within the business. A HRBP will be able to assist in meeting workplace goals at a faster rate by getting resources to these business departments at an increased rate. Moreover, HRBP allows for leaders within the organization to focus on their own goals within their expertise by getting HRBP to bring them the resources they need in HR. 

Give your thoughts or ask a stimulative question about the above discussion.

An organization’s strategy specific’s how the business will function is all areas including budget, branding, marketing, problem solve, create culture and lead. Talent management efforts needs to align with the organizational strategy so that the right talent is attracted to reach goals, blend in with the culture and elevate efficiency. 

A HR business partner role “is an experienced human resource professional who works directly with an organization's senior leadership to develop and direct an HR agenda that closely supports organizational goals.” This role needs to have a big picture view, understand strategic objectives, and become a bridge between departments. 

As a consulting coach, the HR business partner, is able to assist managers with any personnel matter that comes up. The value of the HR business partner is that they can be an objective 3rd party opinion. They are there to bounce ideas off of, to provide advice on new issues that arise that a manager has never handled. By developing relationships across departments and HR business partner can scout for talent that may flourish in another area or be a good candidate for a leadership role. 

To assist in labor relations skills involved with analyzing data, keen business language and networking skill; allows for the HR business partner to add to the conversation of labor relations when senior executive are making decisions. As their role is to empower employees to help the organization thrive in the market. HR business partner want all parties to get what they want and can be a great resource in compromise and collaboration.  

Give your thoughts or ask a stimulative question about the above discussion.