The Human Resources area was once very restricted to the bureaucratic activities of companies, however, there has been an evolution, and it is increasingly necessary for organizations to have a strategic HR sector. With an active participation in the institution's decisions, HR must cooperate in attracting and retaining talent, building high-performance teams, developing employees and identifying opportunities for growth.
Even though many companies already recognize the strategic importance of the department, there are still those that do not give due importance to the organization's human capital. In this way, they do not understand that um Effective HR is able to identify the weaknesses and strengths of management and contribute to the generation of better results.
Carefully planning people management promotes a more effective connection between them and makes employees more motivated and productive, which results in greater profitability. Read on and better understand the role and benefits of a strategic HR department within the company!
What is Strategic HR?
The concept is not new, as it emerged in the early 1980s from approaches by Michigan and Harvard. Strategic HR can be defined as a set of factors that involves the entire structure and values of the company, so that the selection, evaluation, development and compensation processes are aligned with the culture and goals set by the organization.
It can also be said that the HR sector is strategic when it assumes the role of decision maker within the planning of an institution. In other words, it is when the Human Resources area speaks the language of the business and focuses on people, with short, medium and long-term initiatives to measure and deliver results.
What is your role within the company?
The main role of strategic HR is to provide relevant information to aid decision making. Through initiatives and projects aimed at human capital, its objective is to support the organization's planning.
By acting in this way, the department understands the company's values and culture, knows what are the specific responsibilities of each sector and, especially, what knowledge and skills are necessary for the exercise of positions and functions.
It also understands the variables that can interfere with the productivity of the team and is updated on new technologies, products, services and investments. In addition, he knows the market, suppliers, main competitors and potential customers of the company.
With this background, the HR sector is able to offer managers a more comprehensive view and facilitate business planning.
What are your benefits?
The greatest benefit of the performance of a strategic HR department is the improvement of recruitment and selection processes. By outlining the technical and behavioral requirements for each position, based on the organization's values and culture, hiring accuracy increases dramatically. The result of this is the formation of engaged and competent teams, truly capable of bringing differentiated solutions to the business.
Strategic HR also favors the attraction and retention of talent, as its actions are aimed at creating an organizational identity that delights candidates and employees.
Furthermore, this HR department sees the importance of investing in attractive compensation, benefits, professional advancement and career plans. Another benefit is the appreciation of the individual, promoting the development and improvement of skills within the company's needs.
It is also important to highlight the importance of strategic action in the formation of leaders. By closely observing each employee, those responsible for managing people are able to identify who have the most potential to assume management positions in the future.which enables a targeted investment in the preparation of these professionals.
What is the difference between strategic and operational HR?
Operational HR has been falling out of favor, but for a long time it was the predominant way of working in the department. In this model, the area is responsible only for the bureaucratic processes related to people management, such as hiring, admissions, time control and payroll.
With the advancement of strategic HR, the scenario has changed. Today, there are several software that optimize operational activities, giving the team more time to act strategically. In this way, it is possible to support the company's leaders to improve the internal climate, train employees and make decisions that improve business results.
Among the attributions of strategic HR that did not exist in the operational area, we can mention:
- development of training aligned to the company's needs;
- data analysis to define hiring, promotions and leadership training;
- assess the cultural fit of candidates in selection processes;
- investing in diversity in the formation of teams, increasing the creative potential of the organization;
- prepare job and salary plans compatible with the market, to improve talent retention;
- working on the employer brand, that is, the company's image as an employer;
- implement health and well-being policies for employees;
- plan internal communication.
What factors are necessary to have a strategic HR sector?
The basis for adopting a strategic HR is to have a total focus on human capital. Check out 10 key factors for this process:
Create an environment of proximity and open communication, where the opinion of employees is always taken into account. For this, it is essential to cultivate transparent relationships within the company, breaking down internal barriers that jeopardize the efficiency of dialogues.
Ensure that the exchange of information is fluid, so that managers communicate the institution's objectives to all employees. This way, each team member will understand exactly what their role in the organization is, which increases engagement and motivation.
2. Professional development
Encourage managers to invest in training, through lectures, events and improvement courses. saiba point out the metrics and results of this type of investmenthighlighting the return it will bring to the organization in the short, medium and long term.
Get out of your comfort zone and dedicate yourself to self-development and learning. Also invest in exchanging experiences with other professionals working in the Human Resources area. Powerful networking adds a lot of value!
Know the company's business, its strategies and objectives. To do so, learn about the institution's daily processes, interacting with employees from other sectors. Also ask about the role of each one within the company and understand how it is possible to contribute to improving the performance of each area.
Don't be that professional who just asks for information. Disseminate ideas and add value to other professionals. The exchange of knowledge is the basis for building good relationships in the organizational environment.
Hold meetings, present proposals, exchange experiences, be present at company meetings and show your value to the businesswith attention and interest.
Prepare in advance for meetings and meetings. Dedicate yourself to understanding in advance what issues will be addressed and what decisions need to be made. Bring relevant information and consistent proposalswithout acting only as a listener.
Know how to set goals and measure the results obtained for any action within the company. In this way, when making decisions, it will be possible to prioritize initiatives that will bring greater returns.
Stay up to date on new technologies, market trends and best management practices. This is essential to keep the company always competitive in relation to competitors, who are certainly also looking for ways to optimize their processes.
10. Organizational climate
Conduct organizational climate surveys it is an excellent strategy to measure the level of employee satisfaction, in addition to allowing the identification of management strengths and what needs to be improved. This must be done through issues that involve daily life, the manager's performance, professional development, recognition and growth expectations.
What actions to implement to make HR strategic?
In addition to the practices already mentioned, there are some specific actions that can be implemented to make HR more strategic. See below for the main ones.
draw up a plan
Having goals and deadlines to meet them is essential to act strategically in any sector, and HR is no different. The department must outline measurable and easily understood objectives to improve the organization's results, such as raising employee satisfaction rates, reducing recruitment costs and having more and more qualified employees.
Improve recruitment and selection
Today, there are several tools that can be used to optimize recruitment and selection processes. Some software on the market integrates several job sites, which reduces the time to search for candidates. Social networks like LinkedIn are also great for attracting the best professionals in the market.
Furthermore, it is possible to carry out tests and even interviews at a distance, which makes the stages more dynamic. Some tools even assess the behavioral profile of candidates, helping to identify the cultural fit of talents much more easily.
Develop career plans
One of the best ways to motivate employees is to offer them a structured career path. As a result, growth in the company's hierarchical structure is linked to the achievement of pre-established goals. Managers conduct periodic performance reviews, offering constructive feedback to help employees achieve their goals.
Now that you know everything about strategic HR, how about putting what you've learned into practice? Thus, you will certainly be able to leverage the results of your business, in addition to assembling a team that is much more motivated and engaged with the company's values!
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