HR and Business Growth: Know Where Your Company is Heading
Are you an ambitious HR professional who really wants to help your company grow? Then listen carefully, because becoming a strategic part of your company’s growth can be very hard work, and requires a lot of patience and dedication .
Today we’ll be looking at one of the most fundamental aspects of supporting business growth from an HR perspective: Anticipation.
What is ‘Anticipation’?
According to the dictionary, anticipation can be defined as “realisation in advance”.
In terms of HR and business growth, anticipation is all about preparation. Quite simply, it is about having an understanding of what the future holds for your business. Or in other words, it is becoming familiar with your company’s visions and values, and learning about the long-term goals and the desired strategies for achieving these.
Why is Anticipation a Key Part of Business Growth?
Anticipation is a key part of business growth, because if you do not understand what your company is aiming to achieve and where it is heading, then you are unlikely to be able to provide any relevant strategic input.
For example, you might have devised the most incredible method for doubling the company’s headcount within a week – but unless a rapid increase in headcount is something your business is aiming for, or unless you have evidence to suggest that increasing the headcount will help your business get closer to achieving one or more of its key goals, then it is not going to be taken seriously – and it isn’t likely to help.
What Can You Do to Better Understand Your Company’s Direction?
If you’ve been with your company for a long time, then maybe it’s time to go back to basics and refresh yourself on the business’s original mission statement. Or, if you’re fairly new, try to learn as much as you can about the objectives your business is working towards, and the challenges that might stop them these goals from being achieved.
Try finding answers to questions such as:
– What are the company’s visions and values?
– What are the company’s long-term, mid-term and short-term goals?
– What are the company’s current plans for achieving these goals?
– What challenges have historically prevented the company from achieving their goals?
– Have the challenges been resolved, or are they likely to resurface?
– What challenges are being faced by other companies in the same industry?
You might be wondering why any of this relates to HR – and in a direct manner, it doesn’t. You can carry on processing paperwork and going through the motions almost indefinitely, without ever needing to learn about your company’s future… but until you have mastered anticipation of your company’s future, how do you expect to use your skills in a relevant, strategic way that will support company growth?
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