We enable companies to develop business strategies to improve earning and profits by solving problems and finding new and better ways of doing things.
We assess both team capabilities and the
market then assist the business with high-level
decisions enabling them to achieve strong outcomes.
Over the years Ive seen countless HR and Payroll managers undertake projects to bring about positive change within the organisation.
Changes varied from processes such as on-boarding, contractor compliance .. and inevitably IT systems (in order to assist in the facilitation of change).
Ive seen very worthy projects get rejected … and equally some less worthy get budget approval. But why?
To a point it did depend on the organisations size … but the main reason was down to the person (or department) pitching or endorsing the change. Like in most transactions people buy from people.
No prize for getting that one!
The reality is if you understand the businesses (and market) needs and have the tools to help convey how your project will facilitate and position the organisation to take on those challenges … and can demonstrate a ROI … both hard and soft costs! … then it is more likely your project will get support.
All businesses will do their utmost to increase revenue … so if you can show how your project or department can help support that core requirement of the business you will start to build credit and start to build sponsorship at more senior levels.
So lets talk very briefly about HR (we can expand in future articles).
Now in case you didn’t realise this, HR works for the business. HRs core role is to ensure employees are engaged within the correct structures and there are the legal facilities in place to protect the business. Sorry thats reality! Most HR managers (correctly) would prefer to extend this to increase engagement by having a happy workforce … so that the costs associated with sourcing, hiring, training and off boarding and minimised. ie High turnover costs the business greatly … forgetting about on and off boarding but also quality of workmanship, quality and quantity of time. Not withstanding that they want a kind, caring and sharing, humane workplace. (the way it should be anyway).
So how does HR meet needs of the business as well as fostering an environment which provides “warm and fuzzies” to employees?
A brief overview.
- Understand the businesses goals
- Understand the key stakeholders goals (possibly more important in some orgs than 1.)
- Articulate the business benefits .. firstly the hard costs .. but also the soft costs. Track those dollar savings through the business.
- Have clearly defined objectives with time and costs associated (inc savings)
- Lay a foundation before you start to pitch … don’t come out of left field. No one likes to be blind sided by an idea/project .. but also lay a foundation for yourself .. remember they are buying from you!
- Ask for help … the more ownership / contributions others make the less objectors!
- Keep it simple … be flexible … and be resilient.
First Published on Linkedin: https://www.linkedin.com/pulse/hr-building-your-business-case-stefano-stef-masiello