Prepare to gather feedback on organizational leaders' needs and priorities to improve HR’s effectiveness through strategic alignment.
Managing key players involves building and maintaining relationships to ensure needs are understood and addressed, and that HR’s strategy is aligned with the overall organizational strategy. It also includes the identification and prioritization of influential key players and those most impacted by HR projects, products, and services.
HR key player management occurs on three main levels:
Executive – Gaining buy-in to HR’s strategic direction, and ensuring alignment with the organizational strategy.
Department – Gaining buy-in and support from functional level key players related to specific HR projects and initiatives, to understand how to address departmental needs and priorities.
Employee – Building strong relationships with employees to understand their needs and ensure HR creates people programs that both support employees and are aligned with organizational strategy.
The HR Organizational Alignment Diagnostic collects feedback at the executive and departmental level. Starting at the top by building strong relationships with executives will make it easier to gain buy-in from all key players going forward.
Impact & Result
Identify perceptions of HR effectiveness and optimize alignment between HR and the organization.
Ensure talent strategy and initiatives are aligned with key player needs to drive organizational goals and HR effectiveness.
Research & Tools
1. HR Organizational Alignment Diagnostic Guide
Prepare to gather feedback on key players’ needs and priorities to improve HR’s effectiveness through strategic alignment.