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Drive Your Core Business Strategy with HR Support

Human capital management strategies are establishing HR as a full strategic partner in helping businesses achieve their growth, revenue, and other critical goals. Yet many HR and business leaders have struggled to make this transition. Here are four ways that HR support may help drive forward your core business strategy.

Human capital management strategies are establishing HR as a full strategic partner in helping businesses achieve their growth, revenue, and other critical goals. Gone are the days where HR support was once considered just a cost center; now, HR is an essential partner to successfully execute business strategies, such as hiring the best teams and finding ways to engage the workforce for maximum productivity. Yet many HR and business leaders struggle to make this transition. Here are four ways that HR support may help drive your core strategy.

Claiming a Seat at the Strategic Table

One of the first steps that HR professionals need to consider is proactively claiming a seat at the leadership table. Many outdated business models don't conceptualize the strategic value that HR can bring to the planning process. HR departments need to be clear that their objective is to support the company's strategic objectives and look at opportunities for bigger contributions.

For example, how can HR work with the company to achieve financial goals by increasing employee productivity or managing the budget by reducing compliance risks? Another way to discuss HR's contribution is to show how the human capital perspective influences every decision that the company makes. Finding those points of alignment may make HR support easier to implement in a strategically significant way.

Segment Strategy and Execution When Determining Outsourcing

Today's HR departments have more on their plates than ever before. While technology has helped to eliminate some core tasks and streamline the delivery of HR services, busy HR reps and leaders still often have too much to do. As a result, companies that want to elevate their HR contributions to strategic partnerships need to map the workload and determine what tasks are of the highest strategic importance.

It can then be helpful to ask what can and should be outsourced. For example, determining your benefits mix and offerings may be an internal strategic decision; managing the day-to-day oversight can be outsourced to free up your HR team to focus on other things.

Integrate HR Technology and Data

The quality of HR support has dramatically improved thanks to better access to technology and data. HR technology and data help leaders understand what's working and how to improve.

Ask what HR tasks should be outsourced.

For example, say that a sales department is struggling to contribute. Using data, an HR team can discover the key elements of hiring very effective sales reps. Through improved sourcing, looking for specific traits, and training, hiring sales reps who are 5 percent more effective could ultimately yield dollars to the bottom line. These types of decision-driven insights can help companies be more effective across the board.

A single compliance penalty can lead to fines and penalties.

Use HR Expertise to Mitigate Risk

Companies can grow rapidly thanks to increased sales, new products, and market expansions. But a single compliance violation can lead to penalties and fines that can completely undo all the benefits of your planned growth. As a result, companies need to make HR compliance a key part of their strategic priorities to mitigate risk. Invest early to minimize your chance of violating key legislation, from the Affordable Healthcare Act reporting to upcoming FLSA overtime regulation changes.

HR support can make the difference between successful company growth and key strategies floundering. Look for ways to use HR technology, strategic alignment, managing risk, and selective outsourcing to help increase your team's results.


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This website contains articles posted for informational and educational value. Paychex is not responsible for information contained within any of these materials. Any opinions expressed within materials are not necessarily the opinion of, or supported by, Paychex. The information in these materials should not be considered legal or accounting advice, and it should not substitute for legal, accounting, and other professional advice where the facts and circumstances warrant.

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