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The advent of advanced HCM technologies like analytics and pre-hire assessments is breathing fresh air into HR. Armed with new insights gleaned from HR’s increasingly data-driven functions, HR professionals are ready to make educated decisions regarding its people management with the end goals of better business outcomes and, hopefully, continued success. However, in most corporate structures, a great idea won’t go far until it gets the thumbs up from upper management.

Too often, senior management simply doesn’t have a sense of urgency when it comes to new HR initiatives. In fact, according to Aberdeen Group’s recent survey, 36% of companies claim that upper management’s lack of approval is the reason they’re having trouble implementing pre-hire assessments.

To get senior management to take you seriously, and take time out of their already-full schedules to do more than skim and dismiss your emails, you first have to prove your worth. The following practices will help you to establish the effectiveness of your initiatives, and will pave the way for future projects to get the green light.

How to Connect HCM Efforts with Positive Business Outcomes

  1. Cite Relevant Research

One of the best ways to get the ball rolling in terms of convincing upper management to try out a new HCM tool, such as pre-hire assessments, mobile-optimized recruitment technology, or analysis software, is by citing the research. Relay important facts that will get senior management interested—and remember to focus on the business’s overall goals rather than just those of your HR department. For example, communicate that the turnover rate of high-potential talent at businesses that use pre-hire assessments is 39% lower than at those that don’t. Put together a colorful chart, graph, or table to engage your audience, and remember to keep your facts relevant to your business’s overall objectives and goals—like keeping talent within the company or reducing hiring costs.

  1. Link Initiatives to Key Business Metrics

Once you’re given the OK to begin working on a new initiative, you’re now tasked with ensuring that it continues to receive necessary funding and resources. This requires impressing senior management. By defining your key business metrics, you’ll be able to demonstrate how your initiative has helped your business to grow. For example, by linking the use of pre-hire assessments with the quality of the hire, you are showing a direct correlation that advocates for the necessity of such technology. In fact, research shows that companies that correlate pre-hire assessments with employee performance are 24% more likely to have more employees who consistently exceed expectations.

  1. Track Your Initiatives’ Success

The last step to staking your claim on the company stage is by consistently sharing results with senior management. Research shows that Best-in-Class companies (the top 20% tier) are 2.5 times more likely to keep their organizations up to date about their initiative’s progress. Follow their lead by continually monitoring your technology, collecting data, and gleaning new insights. Link your results to your company’s progress to 1. Ensure (and prove) that your initiatives are effective and indeed, worth the resources they consume and 2. Get the data to the decision-makers in a timely manner.

While HR professionals might not always have the authority to make decisions about the policies and practices that affect the company’s employees, they now have the opportunity to contribute valuable information to the decision-making process.

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