NEW PROVIDENCE, N.J., May 9, 2017 /PRNewswire/ -- Human Resources professionals have an opportunity to be heroes in the workplace by creating successful business cases for HR initiatives, according to a new report by Tracy Morley of XpertHR.
In her report, Morley, SPHR, SHRM-SCP, highlights the importance of "superpowers," such as demonstrating how certain HR initiatives positively affect the organization's bottom line. She recommends the following 10 steps to make a business case for an HR initiative:
- Identify business problems, needs or opportunities to be addressed.
- Assemble a team to make the business case.
- Select an HR initiative using a preliminary ROI approach.
- Quantify the benefit of addressing the problem, need or opportunity.
- Define alternative actions to secure the benefit.
- Determine the resources and investment required for implementing each alternative solution.
- Select the preferred solution.
- Design an action plan.
- Calculate the ROI of the proposed HR initiative.
- Recommend the HR initiative to the appropriate decision makers.
Become an HR SuperheRO(I) with Successful Business Case Planning cites examples of employee-related problems, such as managing sales quotas and increasing recruiting expenses due to high turnover, which might hamper an organization from achieving its strategic goals, and HR's role in identifying what can be addressed through an HR initiative.
Morley says her HR career began when HR was more "transactional" than "transformational" in nature.
"Over the course of my career, I saw many good ideas 'shot down,' not because they did not have value, but more because they did not demonstrate the value to the business in terms business leaders understood," she says.
"As I grew in my career, I focused on building relationships with my peers in finance, internal audit, operations and accounting, who helped me to develop my skills so that I was able to put forth proposals in terms more easily understood by business leaders … ROI, productivity, efficiencies and cost benefit, to name but a few," Morley explains. "Developing such relationships, understanding the business, and creating solid business cases to secure funding for HR programs and initiatives helped to get them approved."
In the report, Morley emphasizes that HR can be seen as a strategic partner if it demonstrates how the HR function, and the activities it performs, contribute to the overall business strategy.
"This means building business cases for HR initiatives that solve a business problem," Morley says. "It's important to ensure that those initiatives align with the organization's business goals and that HR can show how undertaking such initiatives will deliver solid business results."
XpertHR helps build successful workforces by providing practical tools, expert resources and agile HR solutions from the federal, state and municipal level so your business can always stay a step ahead.
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