Does Your HR Management Goals Match Your Practices?

Coherence is a highly appreciated value in HR management and businesses. In a strict sense, coherence can be perceived as the correct alignment between the primary purposes of HR management and direct actions within businesses.

For example, suppose your goal is to achieve a diverse and inclusive workforce. Then, you will need to analyze if your workforce includes people with varied gender identities, knowledge, and cultural backgrounds.

In this blog post, Remoto Workforce will explain how to attain coherence through strategic HR approaches that comprehend career recruitment processes and career growth.

Coherence in HR Management

According to the Human Resource Management Guide, coherence is an important principle. This principle allows you to identify how HR strategies and actions relate to each other.

In other words, by applying coherence, you will examine the consistency between the values and goals stated in your HR plan and the actions toward workers during significant events, such as recruitment, hiring, job interviewing, and onboarding.

Attaining Coherence: The Role of Strategic Human Resource Management

For achieving businesses’ growth and expansion, it would be significant to analyze the coherence between your HR plan and the daily life of remote workers. In this situation, strategic human resource management (SHRM) can help you.

According to Seven Consultancy, SMHR connects HR strategies, objectives, goals, and actions, and adds flexibility, innovation, and competitive advantage to companies.

In addition, by SMHR businesses can improve their performance by creating a better work culture.

Armin Trost will explain you the strategic side of HR management in this video. Through his thoughts, you will also learn how to prioritize people-related matters to enable organizations to stay competitive.

How to align theory and practice of HR management in your company?

Likewise, if you want to achieve proper alignment between the theory and the practice of HR management, it is essential to reflect on the following issues and take measures:

The goals of your HR management plan: Are these goals realistic? Can you measure the HR management goals of your business?

Establishing indicators to monitor how your HR management plan unfolds is crucial to determining if you are obtaining the right results.

Examining corporative culture: To verify if there is coherence between the HR plan and its expected results, you may want to investigate the role of the corporate culture.

For example, the values and beliefs among remote workers can influence how the HR management plan is unfolded and how it is translated into concrete actions.

If you want to generate greater inclusion in your workplace and promote female leadership, you should assess whether your corporate culture is favorable.

Also, you may require identifying stereotypical beliefs about what women and men can do in your business, foster female professional careers, and promoting directive job positions for women as art or creative directors or project managers.