Analyse how people practice connects with other areas of an organisation and supports wider people and organisational strategies 5CO01 AC 3.2

Analyse how people practice connects with other areas of an organisation and supports wider people and organisational strategies. (5CO01 AC 3.2)

Connecting People Practice with Other Areas:

These will include people practices that underpin and align with the wider organisational and people strategies in such areas as talent management, culture and engagement, diversity and including, performance management, and reward and recognition. Let’s use talent management as one example:

1. Talent Management:

1. • Connection to Other Function Areas: Talent management is a process that encompasses attraction, development, and retention of talented employees. It links to other functions such as human resources, learning and development, and organisational development.

Supporting Organisational Strategies:

1. • Productivity and Efficiency: Effective talent management ensures right people for the right job, hence improved productivity and efficiency.
   • Alignment with Objectives: By aligning talent development with organisational goals it is that talent management supports strategic objectives.
   • Employee Engagement – An engaged workforce can indeed help the organisation become more successful.
   • Example: The talent management strategy of an organisation encompasses the identification of its high-potential pool, providing relevant development programs, and following up for perfect succession planning. HR collaborates with L&D in designing the relevant trainings. OD ensures that it dovetails with overall business goals.
   • Supporting Wider People and Organisational Strategies:
   • Strategic human resource management provides a framework that links people management practices to the long-term business goals and outcomes. Developing this equation, here’s how people practices support broader strategies:

1. Vertical Integration:

1. • People Practice Perspective: Vertical integration refers to the integration of human resource practice with the business strategy. For example, recruitment and selection should be commensurate with the organisation’s growth plans.
   • Example: Links market analysis with its recruitment process.’ Such a technology firm targets to globalize their business operations. HR identifies talent needs in those regions after ensuring that these needs are aligned with the company’s strategies of expansion in the global rim.
2. Horizontal Integration:
   • People Practice Perspective: Horizontal integration involves collaboration across different business functions. HR collaborates with other departments to achieve common goals.
   • Example: During a merger, HR collaborates with finance, IT, and legal teams. Together, they ensure smooth integration of systems, policies, and employee benefits.

The practice of people management connects with other areas of an organisation, such as HR, L&D, and OD, and supports wider organisational strategies by improving productivity, efficiency, and aligning employees with the organisation’s objectives. By fostering cross-functional collaboration and strategic alignment, people practices contribute significantly to an organisation’s success.