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HR Alignment Part II - Assignment Example

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 Hi friend, I right agree with you on the position you give to the core human resource alignment principle as being for the need to aligning the organization’s workforce and human resource capabilities with business objectives (Handler & Jasinski, 2010). In fact right after…
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HR Alignment Part II
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Download file to see previous pages th the organization’s business objectives, the very first step that leaders of any organization has to take will have to do with selecting the right goals and objectives for the organization. I say this with experience from my previous workplace where a failure to set the right business objectives led to a situation where there was human resource alignment alright but the outcome of it was not successful. This was because the employees were pursuing something that was not suitable for the organization.
I really admire the approach you took to addressing the benefits of assessing HR alignment when you indicated that you can only manage what you measure. The indication that this gives is that before HR managers can even think about gaining from the benefits of the alignment process, they have to get a means by which they can measure the HR alignment process (Becker,  Huselid & Ulrich, 2001). I would therefore use an example with my current organization to suggest how this can be done for any real world organization. In our organization, an integrate metric has been used that seeks to measure the business goals separately, after which it measures the HR performance also separately. After this is done, the two measures are integrated to know how any successes or flaws with the business goals can be associated with the HR responsibilities. With this approach, it is possible to have the HR as an agent of change because when any elements of failure are identified, the HR is called upon to change its approach to work as a way of fixing ...Download file to see next pagesRead More
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