What are your company’s goals for the future of your human capital?
Are you planning on stepping up your talent acquisition efforts to get some new blood pumping through your organization’s veins?
Are you planning on developing your talent internally by investing in management training for your existing employees and promoting from within?
Does your company even have clearly defined staffing goals for now or in the future?
While you don’t need to call your staff “human capital” to make some improvements to your company’s staffing, your HR function should be doing more than just reacting to open jobs and employee disputes. No matter what your company’s goals are, there should be an agenda in your HR department that’s focused on aligning your workforce with those goals.
To close out this week’s theme of hiring best practices, I thought it would be good to get some advice from the pros.
Remember “Super-Size Me,” the Morgan Spurlock documentary in which he decided that it would be a great idea to eat McDonald’s for every meal for a month? As you can imagine, this film wasn’t great for the company’s public image.
According to David Fairhurst, Senior VP and Chief People Officer for McDonald’s, turning around this public image started with a unified HR strategy. In a webisode of Meet the Boss, Fairhurst said that, “What HR should be talking about, rather than what it calls itself, is how you truly understand your business needs. What is the engine around people that drives your business performance? How can you get more sales and profitability from people? Secondly, what is it that your people truly value about working for your organization?”
In order for your company to achieve its goals, there needs to be a strategy in place to get your staff in alignment with those goals. Whether that’s through increasing employee retention by promoting internal advancement or investing in more training for entry level employees, an HR department that’s in sync with broader company goals will help to achieve those goals.