hr alignment

Discussion 1: HR Alignment

Alignment issues in organizations drive much of the organizational changes seen today. The HR function has the responsibility of constantly asking how it can better align with the organization to help accomplish its strategic goals. For example, if an organization wants to have its employees working in new and innovative ways, organizational leaders might recognize that the current organizational structure is not the most practical one for employees to work to their full capability or that the structure is bureaucratic. Or, the organization may want to be aggressive, but its employees and its culture are risk-adverse. These are examples of alignment challenges.

Using the organization you previously identified, answer the following as if you were developing HR-driven organizational metrics. For this Discussion, you will use an HR Scorecard approach discussed in your course text.

With these thoughts in mind:

By Day 3

Post a cohesive and scholarly response based on your readings and research this week that addresses the following:

  • Explain the benefits of assessing how well the HR goals align with the organization’s strategy.
  • Discuss the role HR has as a partner and driver of change when meeting the organization’s strategy.
  • Discuss how using a systems view can better align HR goals with the organization’s strategy.
  • Be specific, and provide examples with references to the literature.


The Bureau of National Affairs. (2010). Survey looks at reasons for using metrics, functions most measured. HR Focus, 87(7), S1–S4.

Handler, T., & Jasinski, T. (2010). MetLife learning and development: Redesigning an organization to enable business performance. People and Strategy, 33(3), 46–50.

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