Human Resources departments have often been seen as the backbone of an organization, quietly working behind the scenes. Yet, many HR leaders report that their teams struggle with a lack of perceived value. According to recent research from McLean & Co., this misperception can have serious consequences, limiting HR’s influence and access to vital resources.

The question is: how can HR be recognized for the strategic function it truly is? Fortunately, McLean & Co. has outlined a six-step strategy that can help HR teams reshape their image and demonstrate their true value.

Step 1: Identify HR’s Audiences

To begin, HR must understand who it’s serving. HR’s audiences are both internal and external, and each requires a tailored approach.

• Internal Audiences: These are employees, board members, executives, and other internal stakeholders who interact with or benefit from HR’s work.
• External Audiences: These include job candidates, investors, shareholders, and even the general public.

Once HR defines these groups, it can start tailoring messages and strategies that meet their needs and expectations.

Step 2: Define HR’s Value for Each Audience

HR’s next task is to articulate its value clearly. What do these audiences need from HR, and how do they currently perceive the department?

“It’s unrealistic to expect every stakeholder to understand the full scope of HR’s day-to-day tasks,” said Alex Zawora, project manager at McLean & Co. To make an impact, HR must demonstrate how its work meaningfully improves each audience’s experience with the organization. Crafting value proposition statements for each audience can help highlight the positive outcomes HR delivers, from talent acquisition to employee well-being.

Step 3: Set Clear Goals

Every good plan needs direction, and that’s where goal setting comes into play. By setting clear, measurable goals, HR teams can focus their efforts and track their progress over time. Reinventing HR.

For example, an HR department might aim to increase employee awareness about competitive total compensation packages. These goals give HR a roadmap to follow and ensure the department’s efforts are aligned with its mission to promote value across the organization.

Step 4: Communicate Strategically

With goals in place, it’s time to communicate HR’s value proposition. But this isn’t about listing everything HR does — it’s about creating tailored, impactful messaging.

Key elements of strategic communication include:

• Success stories: Highlight how HR initiatives have improved employee experiences or business outcomes.
• Measurable outcomes: Share quantifiable results that showcase HR’s effectiveness.
• Testimonials: Use feedback from satisfied employees or managers to build credibility.

Tailored messaging becomes even more crucial when speaking to senior leaders or executives. At this level, communication must be highly customized, focusing on outcomes that matter most to decision-makers. Transparency and accessibility are also vital. HR should avoid jargon and explore creative ways to engage, beyond just emails. Reinventing HR.

Encouraging every HR team member to act as a brand ambassador for HR can also broaden the department’s reach, building more visibility and trust within the organization. Reinventing HR.

Step 5: Consistently Reinforce HR’s Value

Communication shouldn’t be a one-off event. HR teams must consistently remind their audiences of the department’s value. Regular touchpoints such as town halls, company-wide updates, and even casual conversations during company meetings can all serve as opportunities to strengthen relationships and reinforce HR’s importance. Reinventing HR.

HR representatives can also take a proactive approach by actively listening during interactions with employees, whether on the production floor or during team meetings. Understanding the needs and challenges of different departments helps HR demonstrate how it can provide targeted support.

Step 6: Track Progress and Refine Strategies

Finally, HR needs to monitor and measure its progress continuously. This includes tracking the success of the goals set in step three, as well as regularly reviewing and adjusting HR’s value propositions. Reinventing HR.

Annual assessments are crucial but don’t wait for major disruptions to start evaluating. Alex Zawora states, “Regularly assessing how HR is perceived allows us to address any misalignments quickly and proactively.” By doing so, HR can ensure that its efforts align with the organization’s changing needs and the value it promises to deliver. Reinventing HR.

The Strategic Role of HR

In today’s evolving business landscape, HR departments can no longer afford to be seen merely as administrative support. By implementing these six steps, HR can take control of its narrative, gain recognition for the strategic value it brings, and secure the resources it needs to drive organizational success.

When HR teams embrace their role as strategic partners — and communicate that value to all stakeholders — they can shift perceptions and create a stronger, more visible presence within the organization.

For contact and support:

Facebook: NIC Global – Human Resource Solutions
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