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If aligning HR work wonders then why are they so fossilised?
Dr GP Singh, India

This blog is to establish how they can align HR with business and how they may have an edge among the lot!

Why this blog and how do we design it?

Technically HR is managing the employees -starting from hiring though it is more than this.
An HR if applied effectively, ensures employee satisfaction, and develops busines productivity and performance. It achieves these goals by creating a culture focused on diversity, inclusion, equity, employee wellbeing and so on. Many tools, tricks and tackles are used for such transformation.

Aligning HR with the business strategy may be one such strategic tool. If applied properly, it boosts employee satisfaction, and the ability to perform and align help the business for the business objectives.

Unlike what aligning-expert believes, we are convinced that for aligning HR with the business, we need two levels of creation. One at the mental level and another, at the physical level. When mentally we create the blueprint of an aligning act then only we need meson to construct the building and enjoy the fruit of living into it.

First creation: stage of designing the blueprint of 'how HR be aligned with the business'.

Second creation: implementation of the blueprint in functional reality.

1. First creation: Design a blueprint of 'how you will align ⁿan HR with the company business'.

Speculating about seven habits, Stephen Covey first time stated 'all things are created twice'. It suggests that if you want to align HR with the business, you first visualise and document all the detail which needs to be done. Viz,

- You do the homework to work out details to be fed to your team.

- You explore the HODs to find out professional needs, essential for departmental goals.

- You also keep the management in loop for the support whenever needed.

a)/ Do homework to align your team with the work:

You may first need to do homework as you will need to keep your team aligned for the job. It may be like a blueprint detailing how they will proceed, what they need to do, whom you will assign what job and so on.

This will make your team get engaged and contribute. They may be motivated by dreams of career progression.

So, once you complete the homework, you may give a presentation and discuss the blueprint with the team. Here we want you to be proactive in engaging the team.

b) Then, explore the HODs for what's their professional needs:

If you google, you will find only 4 or 5 production- departments. These are 5 operation departments ( Electrical dept, instrumental dept., maintenance dept., operation dept, sales & marketing dept), IT dept, F&A dept and HRM depts. It suggests we need to align these depts with HR.

Now, before you meet these debts, you are advised to prepare a 'semi-structured open-. ended interview schedule'. So when you visit these depts, use this tool to gather aligning needs of these depts.

When you will get into operation, you may find the HR needs of operation depts need utmost attention. Other departments are for 'support' only.

Once the data part is over, you may use it to prepare the report for reporting to the management.

c). Also keep the management in the loop for the support:

Keeping the management in your good book is very important. His will guarantee his professional, expert influence and personal support.

For this, we want you to take a lead by keeping the management informed in whatever you do. We adopted the same practice for managing the change resistance.

You can do it by informing about initiatives you take, seeking approval, presentation and so on. Once your preparatory job is over you are ready to take over the next move.

2. Second creation: implementation of the blueprint in functional reality.

Before the start of this phase, we advise you to give a group presentation to HODs about the total project detailing their reported needs, plan to comply with it and your expectations from them.

The HR needs of each department may be different. You are advised to compile these needs and then assign them to your team. You may meanwhile, keep a watch ensuring their successful compliance.

When you will comply with the HR needs, some may be as below

- You may need a sourcing strategy to select competent and fitting candidates as per departmental needs.

- May need to conduct inter-departmental meetings and coordination among the departments.

Depending on the company plan, you may need HR measures for cutting the cost. It may need to revive the salary system, cut unwanted departmental expenses and so on.

May need employees' skills assessment for deciding the training programs and adding OEM programs.

May be asked to counsel the employees, discuss their career planning and conduct succession planning

May be asked to handle disputes among employees.

Throughout the process, you keep the management informed about the initiatives. Also, engage the HODs when meeting their HR needs

3. Generate knowledge of rest!t of your HR aligning initiative:

Here, 'Knowledge of the result of aligning HR' is the net outcome of our total aligning activity. You know your aligning activity was the compliance of these departmental HR needs and so support to business. Here, knowledge of the result (of HR aligning job) is a final-end result in terms of performance. It may be feedback.

We were not much concerned with this aspect when we were doing this job for an Omani company. You may however these, like-

Your company's net profit may improve. In our case, it was up by 43% in 4 years (2010 to 2014).

Companies' work culture will be meta- morphosed.

The company's work behaviour, discipline, punctuality, system functioning, attendance and so on will improve as may be visible in HR parameters.

4. Your take away:

This blog is a reflection of my personality. One aspect of my personality is beig 'down to the ground' way of life. This is reflected in my blog also. Unlike the mass, we tried to be very informal as if talking to you about 'how you functionally do your aligning job'.

Hope you will love it. If not, it's my luck!
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I love writing blogs on HR, Traing and personal growth and development.

Can design a Business plan & 100% align to HR practices & systems.

Can implement HR Initiatives & conduct study based OD.

Can execute best HR practices, procedures & streamline HR Dept.

Can conduct 'Output JD' & SOPs for HR Dept.

* Can design, and execute 'Business Achieving Trainings including 1day free counseling' on 50% discounted rates.