HR professionals at Company X can create value by aligning their activities with organizational objectives. Firstly, for the staff which includes their employees as well as those of their clients, they can foster a positive work environment in which there is a fair application of policies and growth opportunities (Plath, 2014). This will directly enhance employee engagement, wellbeing and productivity, making the organisation a more attractive employer. Secondly, Internally, they can use people analytics to enhance efficiency and inform decision-making, which includes optimizing recruitment processes to reduce time-to-hire, analysing data to identify the causes of attrition and developing leadership pipelines to secure future talent (Plath, 2014).
Thirdly, value creation for stakeholders covers clients, investors and the community (Aarons et al, 2009). For clients, the value includes the HR solutions that Company X provides which help solve problems and improve organizational health. For investors a well-managed and productive workforce within Company X shows strong corporate governance and sustainable performance. Finally, by promoting ethical HR practices, staff diversity and corporate social responsibility, Company X will strengthen its brand reputation and fulfil its duty to the surrounding community. This will create a positive and lasting impact transcends immediate financial considerations.
