Any business strategy consists of defined goals and initiatives that map how the business will utilize its products and services to compete. But to successfully execute a business strategy, each function within the business needs to align its departmental strategy with the overall business strategy.
And HR intersects with all other departments, making it a most vital part of any business strategy. As any business strategy changes, there will be effects on its people strategy. As a business’ priorities evolve, so do its people priorities.
Given the rapidly changing nature of business, HR does not want to operate in a silo. Organizations that weave their HR processes - such as recruitment, compensation, retention, and training - into their overall business strategy gain a competitive edge setting them up for long-term success. 
Additionally, HR initiatives must be strategically timed to meet specific business needs - rapid growth, stability, or transformation - at various times. And by understanding their internal customers’ goals and challenges, HR can ensure its objectives align seamlessly with their customers' priorities.
Implementing a system for measuring and reporting the impact of HR initiatives, coupled with a feedback loop involving business leaders, ensures a continuous cycle of improvement and alignment. Data-driven insights are key to HR's decision-making process. By leveraging analytics and feedback mechanisms to continuously evaluate the effectiveness of HR programs and policies, HR professionals can make any necessary adjustments in real time - instead of just adopting standardized HR programs.
The dynamic business landscape of today demands more than traditional HR practices. This online seminar delves into the critical intersection of human resources and organizational strategy - with some of the key takeaways being:

• Strategic Alignment - using multiple techniques and tools for aligning HR goals with the broader organizational strategy. Uncover the intricacies of forging a powerful, constructive collaboration between HR initiatives and business objectives
• Maximizing Human Capital - applying initiatives to identify, develop, and retain top talent 
• Data - utilizing HR metrics that effectively measure the impact of HR strategies on business outcomes and influence key performance indicators

WHY SHOULD YOU ATTEND?

Proven methodology for developing and implementing a strategic HR plan linked to and supporting the organization’s business plan 

• Models, techniques and initiatives for HR professionals to use in synchronizing their HR strategy with their organization’s strategy
• Means by which HR professionals can provide even more value to their organizations as strategic leaders

AREA COVERED

• Utilizing a Strategic Frame of Reference
  • Being a Strategic HR Leader
  • Drafting Your Team’ Mission
  • The Two Key Business Objectives
  • Everybody Has a Customer
  • HR Providing Greater Value
  • Utilizing a SWOT and Then Applying a Filter
  • Completing Your Team’s Customer Report Card
  • Utilizing an I/P Matrix
  • Five Most Important Dimensions of HR Service
  • Drafting Your Team’s Vison
• Aligning Your HR Processes with Your Business’ Strategy
  • Organizational Success Factors - with Samples
  • Employee Competencies - with Samples
  • Utilizing Your HR Processes to Achieve Your OSFs through Employee Competencies
• Developing an Organizational Succession Plan
  • Succession Planning Defined - Why Bother?
  • Career Planning Interviews
  • Performance Management - Identifying Promotability and Readiness
  • Assessment Instruments
  • GE 9-Box Grid
  • HiPo Development Interventions
  • Talent Review Meetings
  • Stay Interviews
• Utilizing Metrics to Gauge Your HR Processes
  • Benefits of HR Metrics and Dashboards
  • What is Measurement 
  • Determining What to Measure Within HR
  • Five Ways to Measure Any HR Process
  • Ten HR Metrics That Impact Your Business’ Strategy
• Three Questions Defining Your Success at Aligning Your HR Processes

WHO WILL BENEFIT?

• HR Manager or Director
• CHROs
• CPOs
• HR Mid-level Managers
• HR VPs
• C- Suite Executives