- When HR works as a proactive consultant, businesses are better positioned to accomplish their strategic objectives.
- And yet, a recent survey found that there’s often a disconnect between HR and strategy, leading to misunderstandings throughout organizations.
- Talent intelligence can provide personalized guidance to organizations, enabling HR teams to be proactive and predictive as they work toward their greater goals.
When HR and business strategy work in sync, organizations can drive key initiatives, attract top talent, and secure long-term success. Yet, a global disconnect between the two often leads to misalignment and employee misunderstandings, hindering progress.
That’s the finding of our Annual Eightfold Talent survey conducted with 3Sixty Insights on HR and talent strategy, which polled 1,700 people across the globe.
When a department such as HR isn’t valued, it can create cracks in the overall business, said Dylan Teggart, Principal Analyst with 3Sixty Insights.
“If there’s a strategic misalignment and HR is sidelined as being an administrative apparatus, you’re going to have a lack of support with new initiatives,” Teggart said. “HR should be used as a strategic arm that has the skillset to bring on the right people who are going to make good decisions. Those micro-decisions are going to add up to a business that is effective.”
Read the Full Article Here: Survey Says…HR and Business Goals Are Frequently Out of Sync
