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The core HRA principle is that
Organizational Effectiveness begins with the alignment of Human
Resources and Business Objectives. Organizations simply can not be
effective without this alignment.
The primary HRA
objective is a unified set of applications, practices and theories all
focused on HR Alignment.
HRA partners closely with
organizations to:
1) assess alignment, 2) architect aligned HR processes,
and 3) build
alignment.
HR Alignment Models
HRA adapts Alignment models for different organizations and goals.
One of our basic models is provided below. A more
extensive hierarchical model consists of approximately 18 factors and
over 180 facets. Factors consist of 10 drivers of alignment and 5
performance enablers -- each of which is cross referenced to individual
Areas of Alignment (AOAs). This hierarchical model is used as a
basis for the
HRA
Talent and Performance Alignment Software and Process to assess
alignment, localize and determine criticality of areas of misalignment
and identify improvement opportunities. To find out more about it
use our
Quick-Submit inquiry tool.
The central
component in the basic HR Alignment Model consists of Key Business Objectives.
Organizations and jobs are aligned to most effectively execute clear
roles and cross functional synergies to accomplish business objectives.
Talent is aligned with key position requirements to assure that the
performance of each function is fully powered and optimized.
Human resource processes are aligned and fine tuned to assure that
talent is effectively placed, motivated, highly capable and retained.
Culture is aligned to assure that the right behaviors are
expected, encouraged and reinforced. At the end of the day the
alignment of human resources and organizations is the starting point for success.
Core components of the basic HR Alignment Model are
illustrated as follows: |
