The document provides guidance on developing an effective business case to obtain approval and support for HR initiatives. It emphasizes the importance of clearly articulating the business need, determining the proposed solution, and linking the initiative to organizational priorities and goals. The business case should identify solutions, use quantitative and qualitative data, and frame the issue for the relevant decision makers. An example business case is presented that gained approval for a career development portal by demonstrating how it would increase employee engagement and retention, which are drivers of productivity, satisfaction and revenue. Developing the business case requires engaging leaders, understanding stakeholders, tailoring the presentation to the audience, and being prepared to address questions.

1. Keys to Developing a Business Case to
Ensure Funding and Enthusiastic Support for
HR Initiatives
Laura Lea Clinton
Global Organizational & Leadership Consultant
Equifax

2. Question
What challenges have you faced in trying to
get approval for an HR initiative?

3. Linking HR
initiatives to
organizational
goals
Required
strategic
elements
Preparing and
presenting the
Business Case
Learning Objectives

4. Resource Allocation
Revenue & Expenses
Remember:
Non-Profits are Still Businesses!
Employee Engagement
Competition
Accountability

5. Why is a business case important?
When money or other resources are
involved, a well-articulated business
case will significantly increase the
chance of approval and engagement

6. Ascertain and articulate the business need
Determine what you want to drive or implement
Link to organizational priorities
Identify solutions
Prepare to present your case
Do Your Homework!

7. Articulate the business need
Engage with your
organization’s leaders
to do this!

8. Determine what you want to implement
Questions to ask:
• What’s behind the ask?
• Why is it important?
• How does it support the
organization?

9. Link to Organizational Priorities
HR Goal Action Step(s)
Organizational
Goal
Foster innovation
through
cultivation and
promotion of
high-impact
approaches
Attract, develop
and retain best-
in-class talent
Reduce time-to-
fill by 10%
Implement
applicant tracking
system

10. Use Numbers!
Identify detailed solution(s)


11. Other Important Information
Key Learnings

12. Frame Your Issue
Decision/Question Situation/Context Relevant Learnings Assumptions
Decision Makers(s) Stakeholders & Inputs Recommendation/Options Decision Timing
• What problem are
we trying to solve?
• What is the value to
the organization?
• What has prompted
this question or
decision?
• What are the relevant
circumstances
internally and
externally?
What have we learned
from past decisions or
research that may be
relevant to framing the
current request?
What assumptions are
we making that may
affect this decision
(competition for talent,
funding landscape,
critical success
factors)?
How quickly do we
need to make this
decision? Why?
• What will convince the
decision maker and
stakeholders that this is
a “good” decision?
• What are our “musts”
and “wants” for the
outcome of this
decision?
• What is the alternative
if not approved?
• Who will need to
provide input into this
decision?
• What kind of
qualitative or
quantitative
information will we
need?
Who ultimately owns
the decision?

13. Know your Audience
• Socialize
• Anticipate questions
• Determine:
– How much time you
have
– Materials in advance?
– Detailed or high-level?
Tailor your presentation to what resonates!

14. Example:
Recent Business Case
Presentation

15. Employee Engagement Drives Results
Retention
Productivity
Constituent
Satisfaction
Results &
Revenue

16. Engagement Drivers for Equifax
Increased Employee Engagement
Recognition
Career
Develop-
ment

17. Articulate the business need
Leader engagement was key!
Desire for career growth tools and resources
• Leaders, managers, employees
• Engagement survey provided inputs
• Initiative driven through senior leadership
• Strong change management and
communications effort required

18. Determine what to implement
Business Advisory Council

19. HR Goal Action Step(s)
Organizational
Goal
Every leader will
be responsible
for retaining,
developing and
attracting great
talent
Maximize
employee
productivity and
engagement
while building
our next
generation of
leaders
Develop and
implement
recognition
framework
Implement
Career
Development
Portal
Link to Organizational
Priorities

20. Context
• Strong career framework
• Unsustainable resource mechanism

21. Use Numbers!
Identify detailed solution(s)
Best practices research
Validation
Cost, impact on engagement


22. Frame the Issue
Decision/Question Situation/Context Relevant Learnings Assumptions
Decision Makers(s) Stakeholders & Inputs Options Decision Timing
Approval to move
forward with RFP for
Career Development
Portal
• Engagement survey -
Employees want to
see career growth at
Equifax
• Good existing
framework; need
more
• SharePoint is not
sustainable or
interactive. Tools are
limited.
• Benchmarking indicates
strong alignment with
needs
• Initiative driven
through senior
leadership
• Strong change
management and
communications effort
required
Immediate to ensure
inclusion in August
budgeting process for
implementation in 2015
Option 1:
Implement Career
Development Portal
Option 2:
Maintain existing
SharePoint site
Stakeholders:
Employees, managers,
senior leaders
Inputs:
Engagement survey
and recommendations
of Business Advisory
Council
CEO and Senior
Leadership Team

23. 1st Draft

24. Final Presentation

25. A bit more on involving leaders. . .

26. Key Takeaways
Involve your
leaders
Connect to
organizational
priorities and results

27. Questions?
Laura Lea Clinton
Lauralea.clinton@equifax.com