HR Data ArticleWhere does pursuing your HR strategic initiatives usually rank on your to-do list? For most professionals, HR strategy is designated as a top priority, but daily demands, crises and short-lived initiatives push it toward the bottom of the list. This month we sat down with Ceridian consultant Greg Trok to discuss ways your HR department can define and improve its HR strategy.   

 

Tips for Refining your HR Strategy

Where does pursuing your HR strategic initiatives usually rank on your to-do list? For most professionals, HR strategy is designated as a top priority, but daily demands, crises and short-lived initiatives push it toward the bottom of the list. This month we sat down with Ceridian consultant Greg Trok to discuss ways your HR department can define and improve its HR strategy.

About Greg Trok

Greg Trok is the Vice President of Client Process Improvement at Ceridian. During his eightyear tenure with Ceridian, he has focused on helping customers streamline their HR processes and fully utilize their technology. Prior to joining Ceridian, Trok worked as a Certified Public Accountant for over 11 years and helped Grant Thornton develop their Minneapolis consulting practice. Greg is a Six Sigma Master Black Belt and has a passion for analytics and executive coaching.

Q: From the perspective of a consultant, what would you say are the top strategic challenges facing HR professionals?

Over the past couple of decades, HR has shifted its focus from the tactics of human capital management to the strategy behind these initiatives. Today, the field’s attention is on two main strategic areas:

  1. 03-15 Pro Services - Analytics Graphics.jpgBig Data – Analytics are the driving force behind executives’ business decisions, and you must be able to effectively speak this language. The foundation of HR analytics is measuring employee data: turnover, absenteeism, time-to-fill, cost-to-hire, employee demographics, etc. But effective HR departments can’t stop there. The next step is to bring meaning to the data by investigating the why behind the numbers. By telling the story behind the numbers, you can connect your department’s data to the organization’s broader strategic goals.
  2. Employee Engagement – Employee engagement is one of the most difficult areas to define and measure, but it’s also one of the most important. Your talent is your organization’s most important asset, so you must know how to optimize your people. The ripple effect of happy, engaged employees is immense and can influence everything from productivity to customer satisfaction. Consequently, one of HR’s biggest challenges is ensuring that employees have the right skills, tools and support to do their jobs effectively.

Q: Due to the complexities of HR, many organizations benefit from working with consultants. How do consultants help HR departments establish and refine their strategy?

The biggest advantage of working with a consultant is the breadth of knowledge and experience they bring to your organization. While your business is unique, the HR challenges you face aren’t that novel. Hiring a consultant allows you to learn from the successes and failures of all the companies they’ve previously worked with. With their outside, unbiased perspective, consultants can help your organization move beyond tactical discussions and instead focus on improving your employee, process and technology strategies.

Q: HR departments are constantly striving to earn a “seat at the executive table.” How can working with a consultant help HR professionals be included in executive meetings?

03-15 Professional Services - HR Strategy Graphic.jpgTo be part of executive leadership meetings, your HR department must demonstrate the relevancy of its strategic efforts. What metrics are your executive leaders using to measure the business’ success or failure? Use this information to guide the priorities of your HR department and figure out how you can help your organization achieve its goals.

A consultant can help your HR department objectively evaluate whether or not its initiatives are contributing to the success of the company. With their expertise, they can help you develop reporting tools that track how your talent management is impacting the organization’s performance. This strategic approach will distinguish your HR department as actively working to help the organization maintain its competitive advantage.

Q: How can HR professionals position themselves for ongoing success in today’s business environment?

HR professionals must constantly educate themselves on the latest trends in their industry. Reading publications and attending conferences can help you learn about leaders in your industry and stay abreast of the newest technologies. Additionally, partnering and networking with consultants who have experience with various corporations and industries can provide you a wealth of information from a new perspective. They also often have in-depth knowledge of HR technologies, which can help you transition to a solution that will streamline your HR processes and position you as a leader in your company.

For more information:

  • Download Ceridian’s Workbook: Secrets to Strategic Success
  • Watch Ceridian’s Consulting Service video
  • Learn about Ceridian Business Intelligence