The Optimal People Framework was developed in response to the many organisations that grapple with effectively aligning their people activities to their company purpose and overall business planning.
The wider business often criticises HR for ‘not being commercial enough’. Optimal People believe that this is because there are usually so many demands on the function, with numerous initiatives going on in response to the business “why”, that the collective impact of all this people activity is often missed.
There are so many facets of the People function, and it can be challenging to piece all the parts of the people puzzle cohesively together.
We recognise that many leaders can be confused by the differentials and connections between various people initiatives.
Typical questions include:
- What is the difference between an HR Strategy and a People Strategy? Do I need both?
- What’s the difference between a Culture Change Plan and a People Plan?
- What’s the difference between an EVP and engagement?
The Optimal People Framework gathers all these elements together and shows how each of these key people initiatives add value, why they exist and how they interconnect.
The purpose is to optimise your organisation’s people element and drive your overall performance.
Optimal People can help you understand your company’s ‘people puzzle’ and work with you on the elements that are a priority for your business.