The simple answer is by linking your HR and L&D work directly to business success.
From a strategic (not tactical) HR and L&D perspective you must start by linking your focus and results to key business strategies and drivers of business success:
Key Business Strategies
Optimize Profitability – Intense price competition for materials and services, more sophisticated customers and less predictability all require a new approach to sustained profitability.
Drive Revenue – A changing customer base and new markets and fierce competition require an organization to focus on driving revenues.
Improve Productivity – Competing in a mature market with intense competition require an organization to focus on overstretched/lack of investment in employees, employee motivation/engagement, performance tracking/ management, rewards and recognition programs.
Increase Efficiency – A mature or declining market require an organization to seek operation and human resource efficiencies and economies of scale from access to more customers and markets to increasing efficiency it its supply chain.
Manage Change – All companies face with challenge of change to achieve or sustain success. To succeed requires orchestrating the collective actions on the human side of the organization — the alignment of the company’s culture, values, people, and behaviors — to achieve the desired results.
Drivers of Business Success
Quality - The customer’s perception and evaluation of product or service dimensions (e.g., reliability, responsiveness, assurance) to consistently satisfy their need.
Cost – Being effective without wasting time, effort or expense.
Speed – Rapid response can include responsiveness to customer, product development cycles, product or service improvements, speed in delivery or distribution or information sharing and technology.
Revenue – Revenue growth is achieved though an intense focus on customer needs, servicing them and by the messages everyone in the organization gives to customers.
We have a tool call the ORG360 which is links organization behaviors and practices to these strategies and drivers from which HR strategy and a learning curriculum can be derived that strongly links to the success of the organization, without guessing.
