Engage Your Talent, Transform Your Culture: How to Incorporate Strategic HR into Your Company

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What Are Business Culture Strategies?

A recent Deloitte study showed that 88% of employees reported a strong company culture is the key to business success, and 94% of executives agreed. If HR wants to impact the business, Ed Krow knows they need to cultivate a positive work culture strategy, which is linked to higher rates of employee engagement and shown to improve productivity and profitability.

To do this, Ed Krow uses six key areas where HR must contribute to the overall strategic business plan, but rarely does. As an executive in your organization, Ed Krow knows you are concerned with these areas, and HR should be too.

Market Trends

Business culture and strategy planning can only be effective in meeting organizational goals if it can match its strategic plan to the company’s. Ed Krow’s first indication is knowing what market trends the organization is dealing with.

Key Business Metrics

It’s critical to look at the effect HR has on the key organizational goals of your company. Perhaps Ed Krow can help HR conduct a gap analysis that will determine what organizational development initiatives will impact business culture strategies.

Financial Analysis

When it comes to financial analysis, one of the most important questions to ask is: how is HR measuring its impact on the company’s financials? Ed Krow is not convinced that HR is always looking at the right financial metric when it comes to measuring impact on business financials.

Environmental Changes

What’s happening in your workforce and your industry that might be impacting your ability to increase human capital and attract, retain, and motivate talent? Ed Krow looks at environmental changes in terms of its impact on your organizational goals and business strategy.

Customer Feedback

HR often fails to look outside of their company to see what drives customers to do business with their company. But, it’s critical knowledge for Ed Krow to perform effective human resources planning and affects the way HR recruits, retains, and motivates.

Competitors

Ed Krow and HR must understand the business’s true competitors. Where are you better? How can you maintain that advantage? Where are you behind? How can you bridge that gap?

How Do Culture Strategies Impact Business Growth?

71% of CEOs believe their employees are the most important factor in their company’s economic success. Ed Krow’s human resources planning process is simply how organizations properly staff to meet business needs and customer demands. Despite the need, nearly one third of HR professionals say their departments need to improve strategic alignment.

According to SHRM, the closer the alignment between HR and an organization’s overall business strategy, the better the company’s ability to anticipate and respond to customer needs and maintain a competitive advantage. Research, planning, and development involving workforce culture, behaviors, and competencies promote the successful execution of business culture strategies to strengthen organizational culture.

How Do You Develop A Culture Transformation Plan?

Ed Krow teaches a few basic steps that HR can take to develop a strategic HR plan that will increase productivity, and enhance company culture, therefore fueling business success. You need to think about how to align culture and strategy.

Once Ed Krow’s plan is in motion, managing it becomes very important. Strategic HR management is developing a culture strategy that aligns with company goals. With this, Ed Krow includes designing systems to help the company attract and retain employees that fit the business culture and strategy, and bring qualifications and experience needed for the future. Concepts like career and employee development also take center stage when HR is viewed strategically.

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1. Decide How Many Plans You Need

Depending on the size of your organization, you may need more than one strategic HR plan.

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2. Look At The List of 6 Areas & Prioritize

Which area is the most important and needs to be attacked right away?

3. Identify Your Competitive Advantage & How to Measure It

What buttons are you pushing at what time, and how is that creating an impact?

4. Decide On Your Desired Culture

What culture strategies do you need to support your key business metrics?

5. Create the Tactical Piece of the Plan

How will your compensation, benefits, recognition, and career opportunities impact each of the six areas?

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6. Decide How You Will Implement the Plan

This is the most critical piece of all.  Who will do what, and when? How will you know if your plan is successful?

Clients Who Have Experienced Culture Transformations

Members First Credit Union
Delaware State Housing Authority
Johnson & Johnson logo
Associated Wholesaler

“Ed’s work is thorough and precise and his insight is both thoughtful and candid. I found working with Ed to be refreshing. He approaches his engagements in a highly professional yet approachable manner which I find allows for a much more fluid flow of information and guidance. I highly recommend Ed for advisement on even the most sensitive matters because he will take the time to understand your business and your immediate needs and then apply his experience to derive a cost-effective solution that works.”

Steve Winnie

CEO, Campus Door Holdings, Inc.

“I highly recommend Ed to any meeting planner, organization, or event seeking an engaging, highly professional, and informative leadership development speaker. Ed was one of our speakers for our Annual Conference that pivoted to virtual in a matter of weeks during the COVID-19 pandemic. Ed was one of the easiest speakers to work with during this major pivot, quickly pivoting his own presentation to suit the virtual format. Ed delivered the presentation as flawlessly and energetically as if he were in a room full of attendees, which made for a great experience for our attendees and resulted in Ed being one of our most highly-rated speakers.”

Alyssa Gibson

Director of Education, American Alliance of Orthopedic Executives

“Ed Krow demonstrates an expertise, trust, and dependability above reproach. Over the past 7 years, I have called upon Ed to co-deliver a supervisory training program as well as refer him to several clients for various HR services. In each case, he provided great service – only adding value to the client and making my firm look good as well. I’d highly recommend Ed for HR consulting including general HR projects and especially affirmative action.”

Ira Wolfe

President, Success Performance Solutions

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