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The Critical Role of HR in Driving Organizational Success

By Dave Root on October 31, 2019

HR departments do much more than just execute tasks related to hiring, payroll, and professional development. They play an integral role in the strategic vision of an organization and, ultimately, the overall success of a company. 

Ensuring that the people practices in an organization align with the vision that leadership has outlined is critical for achieving organizational goals. Without this alignment, strategic initiatives might flounder and the company might find itself in a cycle that repeats itself without advancing. For businesses that intend to transform and grow, HR leaders play a vital role in achieving the vision.

HR Builds Individual Capabilities

An organization is only as good as its people. No matter what vision leadership has in mind, if the individuals in the company are not capable of executing it, it won’t happen. HR is in the unique position of understanding the various capabilities of individuals throughout an organization, regardless of which department they are in. This gives them the perspective to be able to recognize when new roles should be created, who would be a good fit, and how team leaders can help individuals grow into future positions.

Maximize the impact of your learning and development initiatives with the help  of this guide.

Very often, HR teams are also the people tasked with creating a learning and development strategy. When they are intimately familiar with organizational goals, they are better able to craft a long-term plan that ensures people are prepared to grow into new roles so that there are no gaps as the company continues to grow and thrive. This helps maintain a strong leadership pipeline that aligns with organizational goals and keeps every department appropriately staffed. 

 

HR Increases Engagement

HR leaders have the ability to develop and implement programs that help increase employee engagement, which is especially critical in times of change or when new initiatives are introduced. According to Gallup, 85 percent of the workforce is not engaged. With a number this staggering, it’s clear there’s still plenty of work to be done in this area, and HR teams can lead the charge.

Why is engagement important for driving organizational goals? Gallup also found that companies with engaged employees outperformed those with disengaged employees by 22 percent in terms of profits and 21 percent in terms of productivity. They also saw significantly lower turnover than companies with less engaged employees. Low turnover is a key metric for companies that want to grow and attract new talent. 

There are a number of reasons an employee might become disengaged, and many of them can be resolved if they are recognized early. HR teams can create measuring and reporting systems to track employee engagement and identify when issues start to percolate so they can address these issues head-on and keep employees engaged. 

HR Develops Meaningful Connections

The modern workforce wants to know that the work they do every day, no matter how mundane, is making a difference in the world. HR teams that recognize this and take steps to make the connections between the company’s work and its larger impact have the ability to keep top talent and attract new high-potential candidates. Creating programs for employees to give back to the community, announcing when the company’s actions have made a difference, and consistently making the connection between purpose and business are all ways HR personnel can contribute to the factors that play a role in organizational success. 

Give HR Teams What They Need to Succeed

In order for HR professionals to be successful in their roles when an organization is aiming for specific goals, they must be treated as true partners in the leadership team. They must also have access to the tools and resources that can help them build capabilities, increase engagement, and develop meaningful connections. Integrating experiential learning into learning and development programs, allocating budgets for reward programs, and being open to new systems and practices are all ways to help HR teams do this work. 

Many opportunities exist for HR teams to drive organizational success. Learn more about them in our free guide, Closing the Gap: Maximizing the Impact of Learning and Development Initiatives.

Download Guide: Closing the Gap: Maximizing the Impact of Learning and Development Initiatives

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Dave joined Eagle’s Flight in 1991 after having spent a number of years with a Toronto-based accounting firm. Since that time, he has held a number of posts within the company, primarily in the areas of Operations, Finance, Legal, and IT. In his current role as both Chief Financial Officer and President, Global Business, Dave is focused on ensuring the company’s ongoing financial health as well as growing its global market share. In pursuing the latter, Dave’s wealth of experience and extensive business knowledge has made him a valued partner and trusted advisor to both our global licensees and multinational clientele.

About Eagle's Flight

Founded in 1988, Eagle's Flight has earned its reputation as a global leader in the development and delivery of business-relevant, experiential learning programs that achieve specific training objectives and lasting behavior changes.

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