Hr Management Alignment

Q1. HR management alignment means linking organizational goals with the employee’s personal goals ( Boswell 2006 ). In order to achieve a real alignment, the organization’s goals and strategy must reinforce one another and this gives organization a clear sense of what to do within a given time frame , and it can give confident for employees to move in the guided direction (Weiss and Finn 2005). The alignment of strategies in a business is vital to make sure that employees are going in the same direction with the organization’s objective. If employees are pulling in different directions of the organization’s objective , resources will be wasted (Weiss and Finn 2005).

Firstly, in order to align employee’s personal goal and organizational goals , the management should keep in mind that the HR department and its duty are strategic assets of the Business . The management should not assume the HR department as a traditional administrative department ( Boswell 2006 ). If the management fail to recognize the HR department as a strategic department , the company will fail to link the organization goals with the employee’s personal goals. The Management should use the HR department to focus on value creation through broadening the human resources capital by developing HR functions of the organization from hiring, compensation, reviews, training, etc (Norton 2001).

Moreover, management should give autonomy to HR department and allow the department to measure the organization’s: competencies, leadership, culture, alignment, and learning (Norton 2001). Assessing these issues give an agenda for defining the drivers of an organization’s strategy. From the result of assessment , HR department can implement organizational alignment and enable the management to reposition to success the organisation’s strategy. By increasing the competencies of HR personal, the HR department will also increase its creditability and be integrated into a strategic role ( Holbeche 2001 ). To ensure that these HR systems are in alignment with the management , the management should conduct regular reviews of their people management practices to ensure that they are working to support the achievement of the organisation’s goals and objectives.

Through the meaning of what important most to the organization , the management should create a road map to achieve organisation’s goals (Holbeche 2001). Setting the Goal management through the strategic map can help organizations to manage employee performance in a strategic and effective way. Organizations that focus on harnessing individual potential are likely to be more competitive than their peers since they know which direction they should go ( Lepak and Snell 2002). .

Successful organizations should also provide opportunities for participants to feel involved and responsible for the achievement of organisational objectives. . This will improves information sharing, which makes employees more informed and better able to contribute creative ideas to the organisation ( Holbeche 2001 ). Employees will also be motivated because research shows the employees tend to set higher goals through participative decision making than when they are unilaterally set. Therefore, knowledge workers should feel included in setting goals for the organizational unit itself ( Holbeche 2001 ).

Boswell, W.R. 2006. “Aligning Employees With the Organization’s Strategic Objec- tives: Out of “Line of Sight,” Out of Mind.” International Journal of Human Resource Management, 17 (9): 1489– 1511.

Weiss S. D. and R. Finn. 2005. “HR Metrics That Count: Aligning Human Capital Management to Business. HR. Human Resource Planning, 28 (1): 33

Norton D. (2001). Managing the Development of Human Capital. Harvard Business School; Balanced Scorecard; September –October, 2001.

Holbeche L. (2001). Aligning Human Resources and the Business Strategy. Oxford; Butter worth, Heinemann.

Lepak, D. P., & Snell, S. A. (2002). Examining the human resource architecture: