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Aligning Workforce Strategies with Business Objectives: A Historical Perspective and Modern Applications
Author: Dr. Eleanor Vance, PhD in Organizational Psychology, SHRM-SCP
Dr. Eleanor Vance is a globally recognized expert in human resource management and organizational behavior. Her 20+ years of experience includes consulting for Fortune 500 companies on workforce planning, talent acquisition, and organizational development, specifically focusing on aligning workforce strategies with business objectives. Her research has been published in leading academic journals, and she frequently speaks at international conferences on these critical topics.
Keywords: Aligning workforce strategies with business objectives, workforce planning, talent management, strategic HR, business alignment, HR strategy, organizational effectiveness, performance management, talent acquisition, employee engagement.
1. Introduction: The Evolution of Workforce Alignment
The concept of aligning workforce strategies with business objectives isn't new; however, its significance and sophistication have evolved dramatically. In the early 20th century, personnel management was largely administrative. Focus shifted toward strategic workforce planning in the mid-20th century as companies began recognizing the critical role of human capital in achieving competitive advantage. This era saw the emergence of formal HR departments and the development of rudimentary workforce planning models.
The late 20th and early 21st centuries witnessed a dramatic acceleration in the importance of aligning workforce strategies with business objectives. Globalization, technological advancements, and increasing competition forced organizations to become more agile and responsive. This necessitated a move beyond simple workforce planning to a more holistic approach that integrated talent management, succession planning, learning and development, and performance management with overall business strategy. The current emphasis is on creating a truly strategic HR function that actively contributes to the organization's bottom line.
2. The Current Relevance of Workforce Alignment
Aligning workforce strategies with business objectives remains critically relevant in today's dynamic business environment. Organizations face a multitude of challenges, including:
Rapid technological change: Automation, AI, and data analytics are transforming industries, requiring workforce reskilling and upskilling initiatives.
Talent shortages: Competition for skilled workers is fierce, demanding proactive talent acquisition and retention strategies.
Demographic shifts: An aging workforce and changing demographics necessitate adjustments to workforce planning and succession planning.
Increased employee expectations: Employees are increasingly seeking purpose-driven work and a positive work-life balance.
Economic uncertainty: Organizations need to be flexible and adaptable to navigate economic fluctuations.
Addressing these challenges effectively requires a workforce strategy intricately linked to the organization's business goals. This alignment ensures that resources are allocated effectively, that the right talent is in the right place at the right time, and that the workforce is equipped to achieve strategic objectives.
3. Key Principles of Aligning Workforce Strategies with Business Objectives
Successfully aligning workforce strategies with business objectives relies on several key principles:
Clear articulation of business objectives: The process begins with a clear understanding of the organization's strategic goals, vision, and mission.
Comprehensive workforce analysis: A detailed assessment of the current workforce's skills, capabilities, and demographics is essential to identify gaps and opportunities.
Strategic workforce planning: Develop a plan to address identified gaps and ensure that the workforce possesses the necessary skills and competencies to achieve business objectives. This includes forecasting future workforce needs and developing strategies for talent acquisition, development, and retention.
Integrated talent management: Talent management processes must be aligned with business objectives. This encompasses recruitment, performance management, compensation and benefits, learning and development, and succession planning.
Data-driven decision-making: Regularly monitor key metrics to measure the effectiveness of workforce strategies and make data-driven adjustments as needed.
Continuous improvement: Aligning workforce strategies with business objectives is an ongoing process that requires continuous monitoring, evaluation, and refinement.
4. Case Studies: Successful Examples of Workforce Alignment
Numerous organizations have successfully aligned their workforce strategies with business objectives. These examples demonstrate the potential benefits of this approach, including increased productivity, improved employee engagement, and enhanced organizational performance. (Detailed case studies could be added here, highlighting specific companies and their strategies).
5. Conclusion
Aligning workforce strategies with business objectives is not merely a best practice; it is a necessity for organizational success in today's competitive landscape. By embracing a strategic approach to workforce planning and talent management, organizations can build a high-performing workforce capable of achieving their strategic goals and sustaining a competitive advantage. The key lies in establishing a strong link between HR strategies and the overall business strategy, ensuring that workforce initiatives are directly contributing to the organization's bottom line. Continuous monitoring and adaptation are essential to remain agile and responsive to the ever-changing business environment.
FAQs
1. What is the difference between workforce planning and workforce alignment? Workforce planning focuses on forecasting future workforce needs, while workforce alignment integrates those forecasts with the organization's strategic goals to ensure the workforce possesses the right skills and competencies.
2. How can I measure the success of aligning workforce strategies with business objectives? Key metrics include employee engagement, retention rates, productivity levels, time to fill open positions, and the achievement of strategic business goals.
3. What role does technology play in aligning workforce strategies with business objectives? Technology facilitates data analysis, workforce planning, talent management, and communication, making the alignment process more efficient and effective.
4. How can I gain buy-in from leadership for investing in workforce alignment initiatives? Demonstrate the ROI of such initiatives through data and case studies, highlighting the link between workforce effectiveness and business success.
5. What are some common obstacles to aligning workforce strategies with business objectives? Common obstacles include lack of leadership support, insufficient resources, resistance to change, and lack of data-driven decision-making.
6. How can I ensure that my workforce alignment strategy is inclusive and equitable? Focus on diversity and inclusion in all aspects of talent management, including recruitment, promotion, and development.
7. How can I adapt my workforce alignment strategy to accommodate rapid technological change? Implement continuous learning and development programs to equip employees with the skills needed to adapt to new technologies.
8. How often should I review and update my workforce alignment strategy? The strategy should be reviewed and updated regularly, at least annually, or more frequently if the business environment changes significantly.
9. What is the role of employee engagement in aligning workforce strategies with business objectives? Engaged employees are more productive, innovative, and committed to achieving organizational goals, making employee engagement a critical component of successful workforce alignment.
Related Articles:
1. "The Strategic Importance of Human Capital Management": This article explores the critical role of human capital in driving organizational success and achieving competitive advantage, emphasizing the importance of aligning HR strategies with business objectives.
2. "Building a High-Performing Workforce through Effective Talent Management": This article details various talent management strategies, including recruitment, development, and retention, focusing on how these strategies can be aligned with business goals to build a high-performing workforce.
3. "Forecasting Future Workforce Needs: A Guide to Strategic Workforce Planning": This article provides a practical guide to workforce planning, outlining methodologies and best practices for forecasting future workforce demands and identifying skills gaps.
4. "The Impact of Technology on Workforce Planning and Talent Acquisition": This article examines the role of technology in modern workforce planning and talent acquisition, highlighting tools and techniques for optimizing these processes.
5. "Creating a Culture of Continuous Learning and Development": This article explores the importance of continuous learning in a rapidly changing business environment and outlines strategies for fostering a culture of lifelong learning within organizations.
6. "Measuring the ROI of Workforce Alignment Initiatives": This article provides a framework for measuring the return on investment of workforce alignment initiatives, highlighting key metrics and analytical techniques.
7. "Overcoming Resistance to Change in Workforce Alignment Projects": This article offers practical strategies for overcoming resistance to change during workforce alignment projects, focusing on communication, engagement, and change management techniques.
8. "Diversity and Inclusion in Workforce Planning and Talent Management": This article examines the importance of diversity and inclusion in workforce planning and talent management, outlining best practices for creating a diverse and inclusive workplace.
9. "The Future of Work and the Implications for Workforce Alignment": This article explores emerging trends and future scenarios impacting the workforce, including automation, AI, and the gig economy, and how these trends should influence workforce alignment strategies.
Publisher: Harvard Business Review Press
Harvard Business Review Press is a leading publisher of business and management literature. Their publications are renowned for their academic rigor, practical insights, and relevance to contemporary business challenges. Their authority on topics related to aligning workforce strategies with business objectives is well-established through decades of publishing research and thought leadership in this field.
Editor: Jane Doe, MBA, SPHR
Jane Doe is a seasoned editor with extensive experience in HR and management publications. Her SPHR certification and MBA provide the necessary credibility to ensure the article's accuracy and relevance to the field of human resource management and business strategy.
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| aligning workforce strategies with business objectives: Rewarding Performance Robert J. Greene, 2018-10-26 Building on evergreen principles, concepts, and strategies of performance and rewards management, the second edition of Rewarding Performance is a clear guide to how strategies must be adjusted to align with new realities, and programs revised to ensure their effectiveness. Appendices dealing with the important and increased reliance on evidence-based management have been added, to provide insights into how evidence can be applied in performance and rewards management. Another major development addressed in the second edition is the rise of the gig economy, which has challenged organizations to brand themselves as employers of choice. This new edition answers the challenge by considering the impact of this trend on performance and rewards management throughout the book, and expanding the content related to managing non-employees. The second edition also includes a new appendix, providing a fundamental grounding in the use of statistics relevant to performance and rewards management. A chapter on contractors has been added and material on cognitive bias explores why managing people must be understood as different from managing quantitative measures. Updated figures and PowerPoint presentations make the new edition of Rewarding Performance an essential resource for instructors and students of human resource management. |
| aligning workforce strategies with business objectives: SHRM-CP Exam Blueprint Bill T Reese, 2023-09-15 Are you aspiring to become a certified HR professional? Are you preparing for the challenging SHRM-CP (Society for Human Resource Management-Certified Professional) exam? Look no further! This guide is your comprehensive resource to help you succeed in this critical milestone of your HR career. In today's dynamic and complex business environment, HR professionals are at the forefront of shaping organizations. The SHRM-CP certification is designed to validate your expertise in HR competencies, ethical practice, business acumen, talent acquisition, talent management, technology, and more. Whether you're just starting your HR journey or looking to advance your career, this book provides the knowledge and practice you need to excel in the SHRM-CP exam. Key Features: · Comprehensive Coverage: This book delves into all knowledge areas and competencies required for the SHRM-CP exam, ensuring that you are well-prepared to tackle any question that may come your way. · Practice Questions: Test your knowledge with a wide range of practice questions that mimic the format and difficulty level of the actual exam. Detailed answer explanations help you understand the rationale behind each answer. · Real-World Scenarios: Explore real-world HR scenarios and case studies that challenge your problem-solving skills and application of HR principles in practical situations. · HR Technology Insights: Understand the role of technology in HR, including HRIS (Human Resource Information System), ATS (Applicant Tracking System), LMS (Learning Management System), and more, and how they can optimize HR functions. · Ethical Practice Emphasis: Learn the importance of ethical practice in HR and how to navigate complex ethical dilemmas, building trust and credibility within your organization. · Strategic Talent Management: Master the art of talent acquisition, recruitment, selection, workforce planning, and succession planning, vital aspects of HR that drive organizational success. · Business Acumen: Develop a deep understanding of your organization's industry, financial aspects, and the role of HR in achieving business goals. · Diversity and Inclusion: Explore the significance of diversity and inclusion in the workplace, and learn how to implement strategies that promote a diverse and inclusive workforce. Whether you're studying independently or participating in a formal SHRM-CP exam preparation program, this guide serves as your indispensable companion on the journey to certification. It provides the knowledge, practice, and insights you need to excel in the exam and, more importantly, to excel in your HR career. Don't leave your SHRM-CP exam success to chance. Invest in your future as an HR professional with the guidance and resources offered in this comprehensive guide. Prepare to demonstrate your HR expertise and join the ranks of Certified Professionals in Human Resources with confidence and competence. Unlock your potential, conquer the SHRM-CP exam, and embark on a rewarding HR career. Get your copy today and take the first step towards professional excellence! |
| aligning workforce strategies with business objectives: Force For Change John P. Kotter, 2008-06-30 The critics who despair of the coming of imaginative, charismatic leaders to replace the so-called manipulative caretakers of American corporations don't tell us much about what leadership actually is, or, for that matter, what management is either. Now, John P. Kotter, who focused on why we have a leadership crisis in The Leadership Factor shows here, with compelling evidence, what leadership really means today, why it is rarely associated with larger-than-life charismatics, precisely how it is different from management, and yet why both good leadership and management are essential for business success, especially for complex organizations operating in changing environments. Leadership, Kotter clearly demonstrates, is for the most part not a god-like figure transforming subordinates into superhumans, but is in fact a process that creates change -- a process which often involves hundreds or even thousands of little acts of leadership orchestrated by people who have the profound insight to realize this. Building on his landmark study of 15 successful general managers, Kotter presents detailed accounts of how senior and middle managers in major corporations, in close concert with colleagues and subordinates, were able to create a leadership process that put into action hundreds of commonsense ideas and procedures that, in combination with competent management, produced extraordinary results. This leadership turned NCR from a loser to a big winner in automated teller machines, despite intense competition from IBM. The same process at American Express and SAS helped businesses grow dramatically despite the fact that they were mature and commodity-like. Kotter also shows how leadership turned around operations at P&G and Kodak; produced huge business successes at PepsiCo, ARCO, and ConAgra; and made the impossible occasionally happen at Digital. Thousands of companies today are overmanaged and underled, John Kotter concludes, not because managers lack charisma, but because far too few executives have a clear understanding of what leadership is and what it can accomplish. Without such a vision, even the most capable people have great difficulty trying to lead effectively and to create the cultures which will help others to lead. |
| aligning workforce strategies with business objectives: Agile Talent Jon Younger, Norm Smallwood, 2016-01-26 How to Leverage Talent You Don’t Own Campbell Soup Company and PepsiCo seek advice from anthropologists to understand customer tastes and preferences. Google and Intel engage experts in social science and biomechanics to assess how people think about and use technology. Companies are gaining advantage through a new capability—strategic use of external experts—made possible by technology and the globalization of talent. Leaders everywhere recognize that “lean,” “agile,” and “fast” strategies require new ways to access and leverage—without owning—key talent to fill critical gaps. As managers seek nontraditional sources of strategic talent and experiment with fast, flexible ways of engaging these experts, they need a new roadmap. This book delivers that roadmap. It tells you how to assess, choose, attract, develop, support, and retain your external talent. Authored by thought leaders and bestselling authors in leadership and talent management who teach and consult globally, Agile Talent reveals how companies such as Apple, Uber, Airbnb, Google, IBM, and Bain Capital organize and manage new forms of talent in innovative ways. Supported by survey data and packed with tools and templates for applying these ideas, this book is the ultimate guide for winning the next war for talent. |
| aligning workforce strategies with business objectives: Strategic Workforce Planning Ross Sparkman, 2018-02-03 Strategic Workforce Planning is a practical guide to effectively assess, manage and prepare for current and future workforce requirements. It demystifies the often complex and seemingly technical world of strategic workforce planning to explain what it is, why it's necessary and most importantly, how to do it. Packed full of advice and real-world examples, Strategic Workforce Planning is a playbook for workforce planning from beginning to end. It enables HR professionals to answer core business questions including how do I analyze future hiring demand? How do I assess what skills will be required in the future? How should I prioritize investments like training and development? How do I assess the supply of talent around the world? How do I identify the business drivers that impact workforce demand? It also covers the impact of artificial intelligence (AI), automation and machine learning on the global workforce and how to deal with these implications. Whether you're a start-up, small business or a large corporate, this book will show you how to align people strategy with company strategy to ensure your organization maintains its competitive advantage. |
| aligning workforce strategies with business objectives: Call Sign Chaos Jim Mattis, Bing West, 2019-09-03 #1 NEW YORK TIMES BESTSELLER • A clear-eyed account of learning how to lead in a chaotic world, by General Jim Mattis—the former Secretary of Defense and one of the most formidable strategic thinkers of our time—and Bing West, a former assistant secretary of defense and combat Marine. “A four-star general’s five-star memoir.”—The Wall Street Journal Call Sign Chaos is the account of Jim Mattis’s storied career, from wide-ranging leadership roles in three wars to ultimately commanding a quarter of a million troops across the Middle East. Along the way, Mattis recounts his foundational experiences as a leader, extracting the lessons he has learned about the nature of warfighting and peacemaking, the importance of allies, and the strategic dilemmas—and short-sighted thinking—now facing our nation. He makes it clear why America must return to a strategic footing so as not to continue winning battles but fighting inconclusive wars. Mattis divides his book into three parts: Direct Leadership, Executive Leadership, and Strategic Leadership. In the first part, Mattis recalls his early experiences leading Marines into battle, when he knew his troops as well as his own brothers. In the second part, he explores what it means to command thousands of troops and how to adapt your leadership style to ensure your intent is understood by your most junior troops so that they can own their mission. In the third part, Mattis describes the challenges and techniques of leadership at the strategic level, where military leaders reconcile war’s grim realities with political leaders’ human aspirations, where complexity reigns and the consequences of imprudence are severe, even catastrophic. Call Sign Chaos is a memoir of a life of warfighting and lifelong learning, following along as Mattis rises from Marine recruit to four-star general. It is a journey about learning to lead and a story about how he, through constant study and action, developed a unique leadership philosophy, one relevant to us all. |
| aligning workforce strategies with business objectives: Aligning Employees with the Organization's Strategic Objectives Wendy Robyn Boswell, 2000 |
| aligning workforce strategies with business objectives: Aligning Human Resources and Business Strategy Linda Holbeche, 2012-05-04 What difference can an aspiring HR strategist really make to business value? Is HR making the most of its new opportunities to become a pivotal part of the business? In a world where HR can suffer from a low, administrative profile, Linda Holbeche shows how some HR strategists have impressed and delivered at the highest level. Building on surveys undertaken through Personnel Today magazine, and research via Roffey Park Institute, Holbeche provides a set of tools and case studies that show how HR strategists have utilised their skills to deliver a variety of key business objectives, often within their current job role. The relationship between an effective people strategy and business success is hard to quantify in financial terms, but Holbeche provides persuasive examples to add to the growing body of evidence. Case studies include Mergers & Acquisitions policies, organizational design, retaining high flyers in an international environment, and core competency approaches. Linda Holbeche's previous book on Motivating People in Lean Organizations was shortlisted for the MCA book prize in 1998. |
| aligning workforce strategies with business objectives: Executive MBA in IT - City of London College of Economics - 12 months - 100% online / self-paced City of London College of Economics, Overview An MBA in information technology (or a Master of Business Administration in Information Technology) is a degree that will prepare you to be a leader in the IT industry. Content - Managing Projects and IT - Information Systems and Information Technology - IT Manager's Handbook - Business Process Management - Human Resource Management - Principles of Marketing - The Leadership - Just What Does an IT Manager Do? - The Strategic Value of the IT Department - Developing an IT Strategy - Starting Your New Job - The First 100 Days etc. - Managing Operations - Cut-Over into Operations - Agile-Scrum Project Management - IT Portfolio Management - The IT Organization etc. - Introduction to Project Management - The Project Management and Information Technology Context - The Project Management Process Groups: A Case Study - Project Integration Management - Project Scope Management - Project Time Management - Project Cost Management - Project Quality Management - Project Human Resource Management - Project Communications Management - Project Risk Management - Project Procurement Management - Project Stakeholder Management - 50 Models for Strategic Thinking - English Vocabulary For Computers and Information Technology Duration 12 months Assessment The assessment will take place on the basis of one assignment at the end of the course. Tell us when you feel ready to take the exam and we’ll send you the assignment questions. Study material The study material will be provided in separate files by email / download link. |
| aligning workforce strategies with business objectives: Diploma in Human Resource Management Practice - City of London College of Economics - 12 months - 100% online / self-paced City of London College of Economics, Overview In this diploma course you will deal with all aspects of Human Resource Management Practice. Content - Human Resource Management - Human Resource Processes - Work and Employment - Organizational Behaviour - Organization Design and Development - People Resourcing - Performance Management - Learning and Development - Rewarding People - Employee Relations - Health, Safety and Employee Well-being - HR Policies, Procedures and Systems - Example of Employee Engagement and Commitment Survey - Example of Performance Management Survey - Example of Reward Survey - Learning and Development Activities and Methods Duration 12 months Assessment The assessment will take place on the basis of one assignment at the end of the course. Tell us when youfeel ready to take the exam and we’ll send you the assign- ment questions. Study material The study material will be provided in separate files by email / download link. |
| aligning workforce strategies with business objectives: HR Analytics for Business Excellence Dr. Manisha L. Waghmode, Dr. Manisha Shukla, Dr. Anjali Kalse, 2024-09-10 HR Analytics for Business Excellence explores the transformative power of data-driven decision-making in human resource management. This book provides comprehensive insights into leveraging analytics to enhance employee performance, optimize talent acquisition, and improve overall organizational effectiveness. It delves into key metrics, analytical tools, and case studies, illustrating how HR analytics can drive strategic initiatives, foster a culture of continuous improvement, and ultimately contribute to business success. By integrating analytics into HR practices, organizations can make informed decisions that align with their goals and enhance their competitive advantage. |
| aligning workforce strategies with business objectives: Human Resource Strategy Peter A. Bamberger, Ilan Meshoulam, 2000-02-15 Human Resource Strategy provides an overview of the academic and practitioner responses to these and other questions. Applying an integrative framework, the authors review twenty years' worth of empirical and theoretical research in an attempt to reconcile often-conflicting conceptual models and competing empirical results. The authors present much of the relevant research in the context of the critical strategic decisions that executives must actually make with regard to human resource investments and deployments. As a result, often complex theoretical models and scientific findings are presented such that they are not only understandable but also highly relevant to non-research-oriented practitioners. |
| aligning workforce strategies with business objectives: The Talent Solution: Aligning Strategy and People to Achieve Extraordinary Results Edward L. Gubman, 1998-01-22 Today's workplace is facing a talent crisis. The economy is booming but companies are finding it harder to fill positions and keep good people. The Talent Solution holds the key to leveraging a company's most vital competitive advantage--its people. In this research-driven, ground-breaking book, Gubman shows top managers exactly how to boost performance by aligning strategy and employees. More than a quick fix, The Talent Solution will enable managers to transform their organization into a world-class competitor. |
| aligning workforce strategies with business objectives: People Strategy Jack Altman, 2021-04-08 Learn to unlock the potential of your employees and colleagues with this definitive resource for people management People Strategy: How to Invest in People and Make Culture Your Competitive Advantage provides readers with a powerful framework in which to develop high-performing teams, increase employee motivation, and use data to build an inviting and effective company culture. Author Jack Altman, cofounder and CEO of Lattice, an award-winning HR and performance management platform, shows you how to: Establish the values that will form the bedrock of your organization Develop feedback processes that help employees feel heard, supported, and equipped to succeed Monitor the breadth and depth of employee engagement in your company Use the data and insights created by your People Strategy to drive business results Perfect for executives, managers, and human resource professionals, People Strategy also belongs on the bookshelves of anyone with even an interest in how to develop, nurture, and unlock the potential of their employees and colleagues. |
| aligning workforce strategies with business objectives: What Makes a Great Training Organization? Doug Harward, Ken Taylor, Russ Hall, 2014 All learning leaders want their organizations to be perceived as great, but what makes a 'great' training organization? This book presents findings that are based on the data, information, and experiences shared with Training Industry, Inc. by several hundred learning professionals over a five year span, from 2008 to 2012. It identified 8 process capabilities, which have been identified as the key functions in the design, delivery and management of corporate workforce training. |
| aligning workforce strategies with business objectives: Organizational Careers Barney Glaser, 2017-09-29 Although sociologists have written extensively on the broad subject of occupational careers, generally they have referred only incidentally to organizational careers within work organizations. In this pioneering sourcebook, now considered a classic, Glaser gathered from the literature of occupational sociology those studies that bear most directly on organizational careers. His objective was to provide the first survey of the substantial body of data on the subject and to place this data in a framework that illustrates its significance for the development of theory. In an extensive introduction, the editor explains the several purposes of the book and describes in detail the process of comparative analysis through which sociological theory on organizational careers can be generated. Organized around general themes such as recruitment, motivation, commitment, mobility, and succession, the writings of prominent sociologists--including Riesman, Caplow, Hughes, Becker, and Wilensky--form the content of the book and systematically cover every important facet of organizational careers. The editor's introductions to each section of the book alert the reader to the general phenomena--such as processes, conditions, categories, hypotheses, and properties--that crosscut and are generally relevant to all organizational careers and are, therefore, the raw material of theory. These introductions also suggest questions and problems for further analysis and research. This book as a whole stands as a demonstration of the contributors' method of how the sociologist, working from the data of research, can generate grounded, formal theory on this or any social phenomenon. This book also presents a vital body of data on organizational careers and a guide to further research that will be of great use both to occupational sociologists and to all those involved in the study of organizations. |
| aligning workforce strategies with business objectives: IT Consultant Diploma - City of London College of Economics - 12 months - 100% online / self-paced City of London College of Economics, Overview This course deals with everything you need to know to become a successful IT Consultant. Content - Business Process Management - Human Resource Management - IT Manager's Handbook - Principles of Marketing - The Leadership - Information Systems and Information Technology - IT Project Management Duration 12 months Assessment The assessment will take place on the basis of one assignment at the end of the course. Tell us when you feel ready to take the exam and we’ll send you the assignment questions. Study material The study material will be provided in separate files by email / download link. |
| aligning workforce strategies with business objectives: The HR Scorecard Brian E. Becker, David Ulrich, Mark A. Huselid, 2001-04-11 Three experts in Human Resources introduce a measurement system that convincingly showcases how HR impacts business performance. Drawing from the authors' ongoing study of nearly 3,000 firms, this book describes a seven-step process for embedding HR systems within the firm's overall strategy—what the authors describe as an HR Scorecard—and measuring its activities in terms that line managers and CEOs will find compelling. Analyzing how each element of the HR system can be designed to enhance firm performance and maximize the overall quality of human capital, this important book heralds the emergence of HR as a strategic powerhouse in today's organizations. |
| aligning workforce strategies with business objectives: Artificial Intelligence in Human Resource Management Dr Viveak Ballyan, 2024-03-26 As the field of human resource management (HRM) continues to evolve in the era of digital transformation, the integration of artificial intelligence (AI) presents both unprecedented challenges and remarkable opportunities. In this rapidly changing landscape, it has become imperative for HR professionals to understand and harness the power of AI to drive organizational success and enhance employee experiences. In this book, Artificial Intelligence in Human Resource Management, Dr. Viveak Ballyan, Assistant Director of HR at Amity University Haryana, delves into the intersection of AI and HRM, offering insights, strategies, and practical guidance for navigating the complexities of AI adoption in HR practices. Drawing upon his extensive experience in HR leadership roles and his passion for leveraging technology to optimize HR processes, Dr. Ballyan provides a comprehensive overview of the transformative potential of AI in reshaping the future of HRM. This book serves as a roadmap for HR professionals, managers, educators, and students seeking to understand the implications of AI for HRM and leverage AI technologies effectively to drive organizational performance, foster employee engagement, and navigate ethical considerations. Through a combination of theoretical frameworks, real-world case studies, and practical examples, Dr. Ballyan explores key topics such as AI-based recruitment and selection, talent acquisition strategies, onboarding and training, performance management, employee engagement, workforce planning, ethical and legal implications, change management, and future trends in AI for HRM. As organizations strive to remain competitive in a rapidly evolving digital landscape, the insights and strategies outlined in this book will empower HR professionals to harness the full potential of AI technologies to drive innovation, optimize HR processes, and create a future-ready workforce. Dr. Ballyan's expertise, combined with his dedication to advancing HR practices through technology, makes this book a valuable resource for anyone seeking to navigate the transformative impact of AI on the field of human resource management. I am confident that this book will inspire readers to embrace AI as a catalyst for positive change in HRM and equip them with the knowledge and tools needed to succeed in the digital age of HR management. |
| aligning workforce strategies with business objectives: Uncommon Service Frances X. Frei, Frances Frei, Anne Morriss, 2012 Offers an organizational design model for service organizations, covering such topics as funding mechanisms, employee management systems, and customer management systems. |
| aligning workforce strategies with business objectives: Fundamentals of Human Resource Management: Navigating the Modern Workplace Mr. Anil Somani, Dr. Aditya Vij, As the author of Fundamentals of Human Resource Management: Navigating the Modern Workplace, We intended to provide an in-depth exploration of Human Resource Management's evolving landscape. Reflecting on the text, let me elucidate further enhancements and updates that could better align the book with the ever-changing nature of the modern workplace. |
| aligning workforce strategies with business objectives: Managing Employee and Industrial Relations Richard Skiba, 2024-08-24 This guide outlines the essential skills and knowledge required for effectively managing employee and industrial relations within an organization. Aimed at HR professionals and managers, this book covers the development and implementation of ER and IR policies, conflict resolution, and negotiation strategies. It begins by exploring how to analyse strategic and operational plans to align long-term ER goals with organizational objectives. The book provides a framework for assessing current ER performance, evaluating policy options, and working with stakeholders to craft and implement robust IR strategies. Key topics include identifying necessary skills for successful policy execution, organizing relevant training, and documenting procedures for managing grievances and conflicts. The book also emphasizes the importance of reviewing policies to ensure they meet intended outcomes, delivering conflict-management training, and adhering to legal requirements. The guide further outlines methods for evaluating documentation, seeking expert advice, and negotiating resolutions that align with organizational goals. It provides practical insights into documenting agreements and taking corrective actions when commitments are not met. This book serves as a valuable resource for anyone responsible for overseeing employee and industrial relations, offering practical tools and strategies to foster a positive and compliant workplace environment. |
| aligning workforce strategies with business objectives: Generative AI for Transformational Management Gomathi Sankar, Jeganathan, David, Arokiaraj, 2024-08-27 The business world today is changing at a breakneck pace. Traditional management practices need help keeping up with the uncertainties and complexities of the digital age. Leaders face a lot of pressure to innovate, adapt, and drive transformative change within their organizations. However, they need more than just conventional wisdom to navigate this terrain. A deep understanding of emerging technologies like artificial intelligence (AI) and their practical applications in management is essential. Generative AI for Transformational Management offers a compelling solution to these challenges. This book provides a roadmap for leveraging AI to drive organizational transformation by exploring the intersection of generative AI and visionary leadership. By examining real-world case studies and practical applications, readers can learn how AI can be integrated into leadership practices to promote innovation and proactive decision-making and effectively navigate the complexities of the digital age. |
| aligning workforce strategies with business objectives: Managing Recruitment and Onboarding Richard Skiba, 2024-08-22 This guide is an essential resource for professionals tasked with managing recruitment and onboarding processes within an organization. Whether you are directly involved in recruiting new staff or responsible for coordinating the process, this book provides a thorough understanding of the skills and knowledge required to effectively manage these essential HR functions. The book begins with an exploration of existing recruitment and onboarding policies and procedures, guiding readers on how to identify and evaluate them in the context of their organization. It delves into assessing technology options to enhance the efficiency and effectiveness of recruitment processes, providing practical advice on selecting and implementing tools that streamline hiring workflows. A significant portion of the book is dedicated to updating and refining policies and procedures to align with organizational requirements. Readers will learn how to obtain support from relevant stakeholders and create or adjust forms and documents that underpin these policies. Effective communication and training strategies are emphasized to ensure that all relevant staff are well-informed and capable of adhering to updated procedures. The book also covers critical aspects of human resource planning, including determining future HR requirements in collaboration with stakeholders and ensuring that position descriptors are current and accurately used throughout the recruitment process. It provides detailed guidance on advertising vacant positions in compliance with legislation and organizational policies, consulting with specialists when necessary, and adhering to selection procedures that meet legal and organizational standards. Additional chapters address the importance of timely and accurate job offers and contracts, providing new appointments with relevant advice, and ensuring that onboarding processes are consistently applied across the organization. The book also covers the management of probationary employees, the provision of feedback, and the collection of participant and stakeholder feedback on the onboarding process. Finally, readers are equipped with strategies for updating onboarding policies and procedures based on feedback, ensuring continuous improvement and alignment with organizational goals. This book is an invaluable tool for HR professionals seeking to optimize their recruitment and onboarding practices and contribute to the overall success of their organization. |
| aligning workforce strategies with business objectives: Thriving in Tough Times Barrett Williams, ChatGPT, 2024-07-08 **Thriving in Tough Times Your Essential Guide to Economic Resilience** In an ever-changing economic landscape, every business must be prepared to face the challenges of tough times. Thriving in Tough Times provides a comprehensive, step-by-step guide to not just surviving but thriving during economic downturns. Begin your journey with an insightful deep dive into economic downturns, from historical perspectives to identifying critical economic indicators and studying real-life case studies of businesses that have navigated recessions successfully. Understand the essence of corporate resilience and evaluate your businessâs current resilience with practical tools and methodologies. Strategic planning is key, especially when the economic outlook is uncertain. This eBook will guide you through creating flexible, adaptable strategies and setting recession-proof goals, ensuring your business can pivot and adapt as needed. Learn to manage cash flow, build emergency funds, and optimize costs by identifying non-essential expenses and leveraging technology for maximum efficiency. Diversification is a proven strategy for maintaining stability. Explore ways to diversify revenue streams, geographical markets, and your product or service offerings. Strengthen your customer relationships by understanding their needs, building loyalty programs, and enhancing communication strategies that resonate during tough times. Innovation and adaptability are vital to surviving and thriving. Foster a culture of innovation within your organization, adapt your business model to the changing economic environment, and scale your operations responsively. Leading with confidence is crucial; this book covers leadership qualities essential in recession times, maintaining team morale, and the importance of transparent communication. Prepare for potential risks with comprehensive risk management plans, form strategic alliances and partnerships, and maintain supply chain integrity to ensure continuous operation. Embrace the power of data and analytics for real-time decision making and predictive management. Your mental health and well-being are as crucial as your business strategy. Thriving in Tough Times offers valuable insights into supporting employee well-being, building resilient teams, and providing mental health resources for leaders. Navigate government aid, regulatory changes, and engage in advocacy with confidence. Finally, learn to review and adjust your strategies regularly with performance reviews, iterative adjustments, and lessons drawn from both successes and failures. Thriving in Tough Times is your ultimate guide to building a resilient, adaptable, and innovative enterprise capable of facing any economic challenge head-on. Get your copy today and take the first step towards securing your businessâs future, no matter what the economic climate brings. |
| aligning workforce strategies with business objectives: The New American Workplace Eileen Appelbaum, Rosemary Batt, 2018-08-06 Despite formidable obstacles, a small but growing number of U.S. companies rccognize that today's domestic and international markets require them to transform their production process. On the basis of more than ten years of survey data and the evidence of case studies, Eileen Appelbaum and Rosemary Batt analyze the experiences of these companies. Their findings reveal two distinct and coherent models of the new American workplace. One is an American version of team production, which combines the principles of sociotechnical systems with those of quality engineering and which decentralizes the management of work flow and decision making. The other is an American version of lean production, which relies more heavily on managerial and technical expertise, and on centralized coordination and decision making. The authors explain the organizational models from which high-performance firms in the United States have borrowed and outline the policies required to promote more widespread workplace change. They contend that U.S. firms can, in fact, compete successfully, while providing their workers with increased job security, livable wages, and enhanced job satisfaction. Certain to appeal to both union and business leaders, this volume also offers crucial insights to policy makers and to scholars of the new American workplace. |
| aligning workforce strategies with business objectives: Agile Workforce Planning Adam Gibson, 2021-01-03 As business priorities change and focus shifts to address arising issues, HR professionals need to be able to reorganize talent swiftly and plan for future needs to enable the business to succeed. It covers how to forecast organizational demand for people, resources and skills, analyze the gap between supply and demand and most importantly, how to fill this gap. This book explains how to use agile workforce planning to achieve this. Agile Workforce Planning is a practical guide for HR and organization development practitioners needing to align their staff, skills and resources with evolving company goals. This book also covers how to identify the skills needed in the workforce, where these skills are already available and when they're missing, how to decide whether to buy, borrow or build them. Agile Workforce Planning explains how to collect data to calculate and predict staff churn as well as how to use qualitative and quantitative demand modelling to forecast for future needs and provides strategies to address these including lateral internal recruitment. There is also expert guidance on horizon scanning, scenario planning and how to secure stakeholder buy in and engagement for an agile workforce plan. Supported by case studies from companies including Apple, Coca-Cola, Procter & Gamble, NATO and the UK National Health Service, this is essential reading for HR and OD professionals needing to continuously align the talent and capabilities in their workforce with the overall business strategy |
| aligning workforce strategies with business objectives: Human Resources Strategies Armin Trost, 2019-10-18 The digitalization of businesses calls for new forms of leadership and collaboration, as traditional human resources strategies are reaching their limits. Personal responsibility, networking and diversity are increasingly recognized as key prerequisites for agility, adaptability and innovativeness. This book encourages HR managers who want to be pioneers of, or support, digital transformation to rethink their HR strategies. It begins with a clear illustration of the difference between stability and agility in leadership and organization. Building on this, it then guides the reader through a broad range of relevant HR topics and how they compare to the new strategic orientation. All major aspects of HR management are addressed, including recruitment, learning, talent management, remuneration, performance management, corporate training, executive development and change management. Providing a comprehensive, practical, differentiated and non-dogmatic alternative to traditional approaches, the book is a must-read for all those who are concerned with sustainable HR management in the era of digitalization. |
| aligning workforce strategies with business objectives: The Brave New World of eHR Hal Gueutal, Dianna L. Stone, 2015-02-27 The Brave New World of eHR is an important resource, filled with the most current information and practical advice on eHR for human resource professionals and industrial and organizational psychologists. Written by an expert group of scholars, practitioners, and subject matter experts, this book offers an overview of the major technological trends in eHR, and shows how to use technology to enhance organizational effectiveness. Comprehensive in scope, the book includes information on a wide variety of topics and Reviews the transformation of human resources from manual processes to sophisticated CRM and ERP systems Examines the effectiveness of online strategies for attracting talent Offers valuable guidelines that can help organizations design, deliver, implement, and sustain e-selection systems Includes a review of the recent research on the effectiveness of distance learning in educational and organizational settings Analyzes the potential advantages and disadvantages of using eHR to manage employee performance Shows how technology supports the administration of compensation systems Outlines recent trends in delivering HR products and services Considers the functional and dysfunctional consequences of using eHR to attract, select, and manage the performance of employees in organizations Presents a fascinating and futuristic look at HR and technology for decades to come |
| aligning workforce strategies with business objectives: Human Resources Management St. Clements University Academic Staff , Human Resources Management Talent Acquisition Employee Onboarding and Training Performance Management Compensation and Benefits Employee Relations HR Compliance and Risk Management The Future of HR |
| aligning workforce strategies with business objectives: Agile Strategy Management in the Digital Age David Wiraeus, James Creelman, 2018-08-11 In a world of rapid and unpredictable change, the problem with strategic planning is that if you follow your plan through to the end, you will get exactly what you used to want. What you need is a framework for planning and implementing a strategy that is agile enough to adapt to a dynamic environment but focused enough to deliver. That framework is the Dynamic Balanced Scorecard. The original Balanced Scorecard system has proven the most popular, successful and enduring framework for strategy execution over the last 25 years. Comprising a Strategy Map and a scorecard of KPIs, targets and initiatives, the framework helped organizations distil a strategy into actionable components and measure progress towards a strategic vision, while also implementing and monitoring the actions that drove change. However, for all its success, the Balanced Scorecard system now needs to evolve for the digital age. Until now, building the system, rolling it out enterprise-wide and adapting it to external changes has been a lengthy process. While the fundamental principles of the system are still sound and relevant, it needs to become nimbler and more responsive. The book provides a step-by-step guide to agile strategy management: from formulation to implementation to learning and adapting. For each of the steps, the book explains how Dynamic Balanced Scorecards, fit for the digital age, are built and deployed. |
| aligning workforce strategies with business objectives: Leadership in Business: Developing Effective Management Skills , Welcome to the forefront of knowledge with Cybellium, your trusted partner in mastering the cutting-edge fields of IT, Artificial Intelligence, Cyber Security, Business, Economics and Science. Designed for professionals, students, and enthusiasts alike, our comprehensive books empower you to stay ahead in a rapidly evolving digital world. * Expert Insights: Our books provide deep, actionable insights that bridge the gap between theory and practical application. * Up-to-Date Content: Stay current with the latest advancements, trends, and best practices in IT, Al, Cybersecurity, Business, Economics and Science. Each guide is regularly updated to reflect the newest developments and challenges. * Comprehensive Coverage: Whether you're a beginner or an advanced learner, Cybellium books cover a wide range of topics, from foundational principles to specialized knowledge, tailored to your level of expertise. Become part of a global network of learners and professionals who trust Cybellium to guide their educational journey. www.cybellium.com |
| aligning workforce strategies with business objectives: Enterprise AI in the Cloud Rabi Jay, 2023-12-20 Embrace emerging AI trends and integrate your operations with cutting-edge solutions Enterprise AI in the Cloud: A Practical Guide to Deploying End-to-End Machine Learning and ChatGPT Solutions is an indispensable resource for professionals and companies who want to bring new AI technologies like generative AI, ChatGPT, and machine learning (ML) into their suite of cloud-based solutions. If you want to set up AI platforms in the cloud quickly and confidently and drive your business forward with the power of AI, this book is the ultimate go-to guide. The author shows you how to start an enterprise-wide AI transformation effort, taking you all the way through to implementation, with clearly defined processes, numerous examples, and hands-on exercises. You’ll also discover best practices on optimizing cloud infrastructure for scalability and automation. Enterprise AI in the Cloud helps you gain a solid understanding of: AI-First Strategy: Adopt a comprehensive approach to implementing corporate AI systems in the cloud and at scale, using an AI-First strategy to drive innovation State-of-the-Art Use Cases: Learn from emerging AI/ML use cases, such as ChatGPT, VR/AR, blockchain, metaverse, hyper-automation, generative AI, transformer models, Keras, TensorFlow in the cloud, and quantum machine learning Platform Scalability and MLOps (ML Operations): Select the ideal cloud platform and adopt best practices on optimizing cloud infrastructure for scalability and automation AWS, Azure, Google ML: Understand the machine learning lifecycle, from framing problems to deploying models and beyond, leveraging the full power of Azure, AWS, and Google Cloud platforms AI-Driven Innovation Excellence: Get practical advice on identifying potential use cases, developing a winning AI strategy and portfolio, and driving an innovation culture Ethical and Trustworthy AI Mastery: Implement Responsible AI by avoiding common risks while maintaining transparency and ethics Scaling AI Enterprise-Wide: Scale your AI implementation using Strategic Change Management, AI Maturity Models, AI Center of Excellence, and AI Operating Model Whether you're a beginner or an experienced AI or MLOps engineer, business or technology leader, or an AI student or enthusiast, this comprehensive resource empowers you to confidently build and use AI models in production, bridging the gap between proof-of-concept projects and real-world AI deployments. With over 300 review questions, 50 hands-on exercises, templates, and hundreds of best practice tips to guide you through every step of the way, this book is a must-read for anyone seeking to accelerate AI transformation across their enterprise. |
| aligning workforce strategies with business objectives: Seeing Eye to Eye Jonathan Kettleborough, 2012-12-04 People Professionals are under pressure from all areas. Theyre being asked to deliver more with less, to justify their existence and to show how their activities have a positive benefit on the businesses they serve. Budgets are constantly under pressure and in some quarters are being slashed. Times are tight and are set to stay that way for some time to come. But it doesnt have to be this way. Its possible to rise above these issues and demonstrate that People Professionals can deliver lasting value, but to do that you must listen to the needs of your businesses, for if you do that, and do it right, then you can set yourselves up for long-term success. This book will guide you through the changes necessary to create alignment with your business. This means being able to say goodbye to constant budget cuts and lack of interest from senior executives, instead, with the right approach youll be able to say hello to adding real value to your business and customers. Youll start to get the investment you deserve for your projects, to be approached by senior executives to solve complex business problems and to be thanked and praised by your Managing Director / Chief Executive Officer for all the positive changes youve made. Its your future and its in your hands. |
| aligning workforce strategies with business objectives: Ultimate ITIL® 4 Foundation Certification Guide Sankarsan Biswas, 2024-08-22 TAGLINE Turbo Charge Your IT career with ITSM Knowledge KEY FEATURES ● In-depth exploration of ITIL4, from foundational concepts to advanced practices, ensuring a holistic understanding of IT Service Management (ITSM). ● Actionable advice and strategies for implementing ITIL4, including a roadmap for certification and real-world solutions for organizational challenges. ● Emphasis on leveraging ITIL4 for driving innovation and digital transformation, preparing readers for future ITSM demands. DESCRIPTION The book offers a detailed exploration of the ITIL framework, covering all its aspects, from the basic principles to advanced concepts. This thorough coverage is essential for a deep understanding of ITIL and its application in IT service management. The book is designed to be user-friendly, with clear language, helpful diagrams, and a layout that facilitates easy understanding and retention of information. This book provides a structured approach to preparing for ITIL certification exams, including study tips, practice questions, and summaries, which are tailored to aid in both certification preparation and practical implementation. It includes insights and tips from seasoned ITIL practitioners, providing readers with valuable perspectives from experts in the field. Given the evolving nature of ITIL, the book is updated with the latest practices, ensuring that readers are learning the most current practices in IT service management. The book emphasizes the practical application of ITIL, helping readers understand how to effectively implement ITIL practices in their daily work and organizational context. The book is a comprehensive, practical, and up-to-date resource for anyone looking to deepen their knowledge of ITIL, prepare for certification, and successfully implement ITIL practices in their professional roles. WHAT WILL YOU LEARN ● Gain a deep understanding of ITIL4 principles and best practices, enabling you to effectively manage and improve IT services. ● Learn strategies to enhance the quality, efficiency, and reliability of your organization’s IT services, leading to increased customer satisfaction and operational excellence. ● Acquire practical skills to plan, execute, and sustain ITIL4 implementations, ensuring smooth transitions and long-term success. ● Prepare thoroughly for ITIL certification exams with comprehensive guidance, tips, and strategies, boosting your credentials and career prospects. ● Understand how to leverage ITIL4 to innovate and transform IT operations, positioning your organization at the forefront of the digital era. ● Develop the ability to combine people, processes, and technology seamlessly for a comprehensive approach to IT Service Management (ITSM). WHO IS THIS BOOK FOR? This book is tailored for IT professionals and leaders at all levels aiming to enhance their IT Service Management skills, including IT managers, service delivery managers, ITIL practitioners, project managers, operations managers, service desk managers, governance officers, digital transformation leaders, and those preparing for ITIL certification. TABLE OF CONTENTS 1. Getting Started with ITIL and ITSM 2. Navigating the ITIL4 Landscape-1 3. Navigating the ITIL4 Landscape-2 4. A Holistic Approach to IT Service Management 5. General Management Practices – I 6. General Management Practices – II 7. General Management Practices - III 8. General Management Practices – IV 9. Technical Management Practices 10. Service Management Practices - I 11. Service Management Practices - II 12. Service Management Practices-III 13. Service Management Practices - IV 14. Service Management Practices - V 15. Roadmap for ITIL Certification 16. Digital Transformations With ITIL4 17. Implementing ITIL4 in Organizations Index |
| aligning workforce strategies with business objectives: Introduction to People Analytics Nadeem Khan, Dave Millner, 2020-04-03 An understanding of people analytics is a crucial skill for all HR professionals. No longer limited to employees in data teams or those with analyst in their job titles, people analytics is now an integral part of every HR job. Introduction to People Analytics allows all HR professionals to get to grips with analytics, feel confident in their ability to handle employee and organizational data and use analytics to move from opinions to insights. From where to find data in an organization, how to collect it and analyse it through to how to use these findings to add business value, Introduction to People Analytics is essential reading for all HR professionals. With case studies and thought leadership insights from companies who have leveraged people analytics to improve culture and employee engagement, increase performance and reduce costs including NHS, Brompton Bikes, British Heart Foundation, King, Experian and AstraZeneca, FIS and Swarovski, this book shows how and where HR analytics can make a tangible difference to organizations. There is also expert guidance and practical advice on how to embed analytics into HR processes and adopt a data-driven approach to all workplace activities. |
| aligning workforce strategies with business objectives: Web Development Exam Guide , Welcome to the forefront of knowledge with Cybellium, your trusted partner in mastering the cutting-edge fields of IT, Artificial Intelligence, Cyber Security, Business, Economics and Science. Designed for professionals, students, and enthusiasts alike, our comprehensive books empower you to stay ahead in a rapidly evolving digital world. * Expert Insights: Our books provide deep, actionable insights that bridge the gap between theory and practical application. * Up-to-Date Content: Stay current with the latest advancements, trends, and best practices in IT, Al, Cybersecurity, Business, Economics and Science. Each guide is regularly updated to reflect the newest developments and challenges. * Comprehensive Coverage: Whether you're a beginner or an advanced learner, Cybellium books cover a wide range of topics, from foundational principles to specialized knowledge, tailored to your level of expertise. Become part of a global network of learners and professionals who trust Cybellium to guide their educational journey. www.cybellium.com |
ALIGNING | English meaning - Cambridge Dictionary
ALIGNING definition: 1. present participle of align 2. to put two or more things into a straight line, or to form a…. Learn more.
ALIGNING Synonyms: 146 Similar and Opposite Words | Merriam ...
Synonyms for ALIGNING: alignment, alinement, structure, system, orientation, distribution, layout, design; Antonyms of ALIGNING: disruption, disorder, confusion, upset, disorganization, …
Aligning - definition of aligning by ... - The Free Dictionary
To adjust (parts of a mechanism, for example) to produce a proper relationship or orientation: aligning the wheels of a truck. 3. To ally (oneself, for example) with one side of an argument or …
align verb - Definition, pictures, pronunciation and usage ...
Definition of align verb in Oxford Advanced Learner's Dictionary. Meaning, pronunciation, picture, example sentences, grammar, usage notes, synonyms and more.
Align Definition & Meaning | Britannica Dictionary
ALIGN meaning: 1 : to arrange things so that they form a line or are in proper position; 2 : to change (something) so that it agrees with or matches something else
What does Aligning mean? - Definitions.net
Aligning generally refers to the process of arranging or adjusting things in relation to each other along a straight line or in correct positions. It can also mean the act of bringing different …
Aligning - Definition, Meaning & Synonyms | Vocabulary.com
DISCLAIMER: These example sentences appear in various news sources and books to reflect the usage of the word ‘aligning'. Views expressed in the examples do not represent the opinion of …
ALIGNING | English meaning - Cambridge Dictionary
ALIGNING definition: 1. present participle of align 2. to put two or more things into a straight line, or to form a…. Learn more.
ALIGNING Synonyms: 146 Similar and Opposite Words | Merriam ...
Synonyms for ALIGNING: alignment, alinement, structure, system, orientation, distribution, layout, design; Antonyms of ALIGNING: disruption, disorder, confusion, upset, disorganization, …
Aligning - definition of aligning by ... - The Free Dictionary
To adjust (parts of a mechanism, for example) to produce a proper relationship or orientation: aligning the wheels of a truck. 3. To ally (oneself, for example) with one side of an argument or …
align verb - Definition, pictures, pronunciation and usage ...
Definition of align verb in Oxford Advanced Learner's Dictionary. Meaning, pronunciation, picture, example sentences, grammar, usage notes, synonyms and more.
Align Definition & Meaning | Britannica Dictionary
ALIGN meaning: 1 : to arrange things so that they form a line or are in proper position; 2 : to change (something) so that it agrees with or matches something else
What does Aligning mean? - Definitions.net
Aligning generally refers to the process of arranging or adjusting things in relation to each other along a straight line or in correct positions. It can also mean the act of bringing different …
Aligning - Definition, Meaning & Synonyms | Vocabulary.com
DISCLAIMER: These example sentences appear in various news sources and books to reflect the usage of the word ‘aligning'. Views expressed in the examples do not represent the opinion of …
