Discuss the myriad of human resource functional areas (including but not limited to: recruitment, training, development, performance management, compensation, benefits, employee, relations, ethics and succession planning) and how HR can ensure alignment with the company’s strategic priorities.
Recruitment (Hiring)- This is the HR process of attracting, shortlisting choosing and appointing the candidate most fit for a particular job within an organization depending on their merit, job experience or any guideline that has been given.
Training – It is an exercise by the HR to enhance or increase efficiency, technical skills, knowledge and value creation in any specific position at the job. It enhances individual growth as well as that of the company. It can also be referred to as development
Performance Management- This is a continued back and forth communication between the supervisor and the employees that go on the entire year to ensure that employee is accurately fulfilling the strategic goals of an organization. The exercise is meant to monitor, educate, gauge and motivate the progress of the employee over time.
Compensation- It refers to the monetary benefits that are extended to the employee for his services to the organization. They can be in the form of salaries wages and even bonuses.
Benefits- They are the non-monetary advantages that are extended to the employees for the enhanced performance while at the organizations. Examples can be holidays, days off, maternity leave and even gifts like cars.
Employee- They are individuals that have been hired by an organization either permanently, temporarily or on contract to do a particular thing for the company. For their services, they can then be given salaries, wages or benefits as compensation for their work.
Succession planning- HR ensures that they have identified and developed new leaders who will be able to take the place of the old leaders when they retire, leave or die. It entails training and developing the internal people to step up and fill the critical business leadership vacancies.
How HR Can ensure alignment with company strategic priorities
HR success is to ensure that they have aligned with the business strategy of the company. To align to the business strategy, the HR department needs to define the success, align and set the HR goals, formulate specific actions to meet the goals, ensure everyone buys in the idea, and measure progress. In doing so, the HR department must be able to understand the business strategy, asses the current condition of the organization, plan and implement the strategy and measure and evaluate the results.
Robert. S., (2018) How to align to HR strategy with Business strategy. Teachout.