Definition
Each HR function (workforce planning, hiring, learning, performance, rewards, relations) must connect to business goals—not operate in silos.

Introduction
Disjointed HR creates friction: we hire innovators but appraise checklist compliance; we teach collaboration but reward solo wins. Linkages eliminate contradictions.

Explanation
1️⃣ One logic — Define the strategic behaviors, then align all HR levers to reinforce them.
2️⃣ Talent supply chain — Forecast → attract → select → ramp → retain as one flow.
3️⃣ Skills backbone — Common skills taxonomy across hiring, L&D, and career paths.
4️⃣ Data integration — HRIS unifies people data for better decisions.
5️⃣ Governance — Cross-functional HR council to resolve trade-offs.

Key Takeaways

Consistency across HR levers multiplies impact.

Shared skills language reduces mismatch.

Governance prevents silo drift.

Real-World Case
Toyota: HR practices—selection for problem-solving, coaching, continuous improvement training, and team rewards—aligned tightly with the Toyota Production System.