Here's how you can effectively convey the value and impact of your HR initiatives to senior leadership.

Para transmitir el valor y el impacto de las iniciativas de RRHH a la alta dirección sigue estos tips: 1. Alineamiento estratégico: Las prácticas que realices para los diferentes procesos de GH deben estar alineadas a los objetivos organizacionales 2. Guíate de tus indicadores: Mide el impacto de tus iniciativas y presenta informes cuantitativos sobre ello 3. Mantenlos informados: Una comunicación clara, constante y oportuna genera confianza. Se transparente con la información que brindas 4.Trabaja con las mejores prácticas: Buscando siempre innovar y potencializar a tu equipo para liderar acciones que impacten en la empresa ¡Manos a la obra!

HR initiatives should always be aligned with overall organisational priorities. Build a case to show the value to the business in numerical or financial aspects. Execute and report progress. Celebrate successes and maintain Kaizen as you go.

As an HR professional, basically just combine real data and employee insights with a strategic business perspective. Presenting clear metrics on engagement, turnover, and performance alongside in-depth analysis helps highlight key trends and root causes. Aligning HR initiatives with company goals and showing their cost-benefit impact emphasizes their financial value. Building strong relationships within the leadership team and demonstrating empathy ensures that HR's role in driving business success is both understood and valued.

we as HR plays a key and critical role in developing, reinforcing and changing the culture of an organisation. We need to hire the best talent and check for Pay, employees Performance management, KRAs defining and assessing them, sitting with HODs and plan for the reviews and comments and plan training and development sessions for all employees - skill based and also level wise, Need to have good recruitment plan and onboard the talent in best way and and reinforcing the values of the business are all essential elements of business culture. Yes we need to be proactive and showcase the works with the management.

Pour que vos initiatives puissent être bien perçues par le Top management, il faut faire preuve de compréhension du business de façon claire. Comprendre la vision de l'entreprise, et l'intégrer aux réflexions RH. Aussi, communiquez dans un langage clair sans ambigüité et qui est orienté stratégie d'entreprise en tenant compte des enjeux, des contraintes en termes de ressources. Lorsqu'on comprend le business, la vision, les enjeux, les contraintes, et les conjonctures que l'entreprise passe, les initiatives s'alignent mieux avec la stratégie. Et tout bon professionnel RH doit pouvoir identifier efficacement les leviers sur lesquels travailler afin de s'assurer de l'impact que cela produirait sur le business.

It is true. HR must speak Business, speak Finance...and talk with data as well ....to get Leaders buy-in. In order to do this, below my advice: 1. You should maintain a system that can help to provide real-time data and HR metrics. 2. And it must be integrated with other BU platforms financially so you can have it visualized at all times. 3. Talking with data is the best policy to get them buy-in. Hope you agree!

Measuring finance through HR metrics involves evaluating the financial impact of HR activities on business performance. Key HR metrics like employee turnover, recruitment costs, time-to-hire, training expenses, and employee productivity provide insights into financial efficiency. For instance, high turnover rates can signal costly recruitment and training cycles, while productivity metrics can reveal return on investment in employee development. Cost-per-hire and training ROI link HR processes directly to financial outcomes. By aligning HR metrics with financial goals, organizations can optimize resource allocation, enhance profitability, and drive strategic growth.

Uma boa maneira de falar Finanças é aprender a ler o balanço ou os DREs da companhia em que trabalha. Essa atividade ajuda muito nas discussões de dia a dia com os demais pares e clientes internos de RH. Outro osso fundamental ao profissional de RH é entender a saúde do fluxo de caixa da empresa. Isso evita situações de surpresa que podem ser constrangedoras como pode exemplo, em um momento delicado da empresa, não poder honrar compromissos ou mesmo pagar a folha de pagamento do mês. O “falar Finanças” não somente é uma habilidade desejada, mas acaba tornando-se cada dia mais relevante no papel de gestão de pessoas.

De fato, ao desenvolver habilidades técnicas e comportamentais, os funcionários se tornam mais capacitados e confiantes em suas funções, o que reflete diretamente na qualidade do trabalho realizado. Além disso, o engajamento e a motivação tendem a aumentar à medida que os colaboradores percebem que a empresa está investindo em seu crescimento profissional. E, também, há o impacto do treinamento na retenção de talentos. Colaboradores que se sentem valorizados e têm a oportunidade de crescer tendem a permanecer na empresa por mais tempo, reduzindo custos com rotatividade e contribuindo para a construção de equipes sólidas e experientes. Que possamos reconhecer sempre a importância estratégica dos treinamentos!

I attended a conference today (23 June) where a founder of an organisation spoke for 10 mins and it was just about the value of time and usage of technologies which he converts into money 💰 for every second of his day. When we are prepared to present what is the Investment and what would be the Return on Investment to the management with all 360 view of probable questions to address, consider your proposal is already approved for implementation. 😊

It is possible to review HR policies and measures in place quantitatively to show how effective talent acquisition, retention, training initiatives are. Culture-building could be surveyed as well to show what really works or doesn't. ROI for HR is now a must, just as it is for any other function.

OKRs provide a great mechanism to share insights on ROI. Having a clear blueprint of org goals and HR contribution for enablement and implementation of these is imperative

It is difficult to determine the direct link between HR initiatives and employee productivity/retention as there are many different factors. However, it is important to collect feedback and measure impact.

What has worked for our company, is to use our client's own internal measures, for example their own employee engagement measurements. Seeing a real improvement in these scores (combined with other metrics and powerful stories), is incredibly powerful, since the client themselves owns and lives and breathes these measures.

Here are some specific tips on how to effectively use stories: 1. Choose stories that align with your HR initiatives' objectives and the company's overall goals. 2. Use relevant data and metrics to support the narrative and other visual aids to make the data more digestible and compelling. 3. Tell stories that engage emotions such as pride, motivation, and satisfaction. This helps in making a lasting impression on the leadership. 4. Make clear connections between the HR initiatives and the organization's broader business objectives. 5. Show Long-Term Benefits: Highlight not just the immediate impact, but also the long-term benefits and sustainability of the initiatives.

Besides data importance, storytelling effectively conveys HR initiatives' impact. Share success stories of employees and teams benefiting from HR practices. These narratives add a human element to the data, helping leadership emotionally connect with your initiatives. Enhance communication with visual aids like charts, graphs, and infographics to represent data clearly and compellingly, illustrating trends and results quickly.

In addition to data, use real-life examples and anecdotes that illustrate how the initiatives have positively impacted employees and the business. Stories are memorable and relatable.

Embora os dados sejam cruciais, o storytelling também é uma maneira altamente eficaz de transmitir o impacto das iniciativas de RH. Compartilhe histórias de sucesso de funcionários beneficiados por programas de treinamento ou equipes que melhoraram devido a práticas de RH. Essas narrativas colocam um rosto humano nos dados e muitas vezes falam mais alto do que números. Elas ajudam a liderança a se conectar emocionalmente com nossas iniciativas e entender seu poder transformador.

Todas las iniciativas llevan resistencia por lo que tener antecedentes sobre las razones por la cual alguna de las contribuciones no han funcionado debidamente para mejorarlas en esta iniciativa. Así como realizar presentaciones con datos, ejemplos de implementaciones en empresas con características similares a las tuyas y además saber utilizar un lenguaje persuasivo para que puedas lograr tu cometido.

Os recursos visuais são essenciais para uma comunicação eficaz com a liderança sênior. Utilize tabelas, gráficos e infográficos para representar dados de forma clara e fácil de entender. Por exemplo, um gráfico de barras mostrando a redução no tempo de contratação pode destacar a eficácia de um novo processo de recrutamento. Esses elementos ajudam a esclarecer informações complexas e tornam seu argumento mais atraente, ilustrando tendências e resultados de forma instantânea.

Os recursos visuais são muito importantes em apresentações de alto impacto. Isso porque, ajudam a aprimorar a compreensão do conteúdo, envolver a audiência, melhorar a retenção de informações e tornar a comunicação mais eficaz.

To captivate senior leadership, ditch the boring spreadsheets and embrace the power of interactive, data-driven visuals. Imagine a Power BI dashboard that brings your HR initiatives to life. Picture this: dynamic displays showing real-time improvements in hiring efficiency, skyrocketing employee engagement, and massive cost savings from reduced turnover. Interactive infographics that let leaders dive deep into the data, seeing firsthand the transformative impact of your strategies. This isn't just about showing numbers—it's about painting a vivid picture of success, making it impossible for them to ignore the value you bring.

Enhance your HR presentations to senior leadership by incorporating visuals. Use graphs, charts and infographics to clearly display key data and trends, such as turnover rates, engagement scores and cost savings. Visuals can simplify complex information, making it easier for leaders to grasp the impact of your initiatives at a glance. Include before-after comparisons to illustrate improvements. Use flowcharts to outline processes and timelines and diagrams to show the linkage between HR initiatives and business outcomes. Visual storytelling such as employee success stories with photo or video testimonials, can make your message more engaging and persuasive. Well-designed visuals help reinforce your key points and leave a lasting impression.

There is a big difference between an HR team that works isolated on their own strategy and occasionally presenting completed projects to their teams and an HR team who takes the agile approach by a tight dialogue with the business and transparency on initiatives. We must remember who our customers are and even though, at the start of the year, there is a plan and need for certain project - this might change as the business evolves and it is important to have that flexibility and be a trusted partner. By inviting managers and employees to contribute to projects like DEI or Mental health awareness it is a great way to create engagement and strong relationships!

A comunicação no RH melhora a produtividade dos colaboradores, a convivência entre setores e o fluxo de informações. Porém, a comunicação apenas será importante para alinhar as ações e alcançar as metas, caso seja feita de forma clara e objetiva. Por isso, aperfeiçoá-la é uma das prioridades de muitas organizações.

Consistent Reporting: Provides regular updates on the progress and impact of HR initiatives. This keeps leadership informed and reinforces the ongoing value. Feedback Loop: Establish a feedback Loop to continually assess the effectiveness of HR initiatives and make adjustments as needed based on leadership input and charging business needs.

Following through should be implemented as here under : Strategic Alignment with Business Goals: Aligning HR initiatives with overarching business objectives is imperative for their success. Feedback Loop for Improvement: Establishing a feedback loop creates a structured mechanism for gathering insights from leadership and stakeholders. This enables HR teams to continually assess the effectiveness of their initiatives and make necessary adjustments based on valuable input. Data-Driven Decision: Emphasizing data-driven decision-making processes provides leadership with concrete evidence of the effectiveness of HR initiatives. By analyzing relevant metrics and performance indicators, HR can demonstrate the tangible outcomes of their effort

Após apresentar nossas iniciativas de RH, é crucial manter atualizações regulares sobre seu progresso e resultados. Configure revisões periódicas para discutir o impacto contínuo das estratégias. Isso não apenas mantém a liderança informada, mas também constrói confiança na função de RH como um contribuinte-chave para o sucesso da organização. A comunicação regular garante que o RH continue sendo parte central da conversa estratégica e permite ajustes conforme necessário.

I believe when you really make an impact you need not convey it’s obvious in the company’s performance, its culture, experiences it creates for the employees, and its value to the world. Need for express communication on the value HR adds arises only when we are not adding value to the business as expected. So the real focus should not be bothering about conveying value but doing something that creates value

One of the tactics I use is one to one meeting illustrating the direct impact of the initiative on the executive own area. This one to one discussion allows more deep dive on the program. Also, getting input from the executives while developing the program proves to be very important and provide so much of insight and allow you to see things from different prospectives.

HR world is really huge. What make me remember most is a statement from Panasonic Founder: "Developing People before Making Products". This statement is memorized and lived in all my initiatives.

I am a firm believer that as HR we need to combine business insights with people insights to add value to the organisation. Where we have four levers to drive value: people, structure / processes, culture and most importantly leadership. It is our responsibility to translate our value into money and showcase that our initiatives have a direct impact on our financial, social, and environmental goals