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It's a common mistake for HR teams to spread their budget too thinly, when it's better to target a small number of areas with the most potential to make a big difference, an experienced advisor says.

In trying to take a "broad brush approach", HR teams can sometimes "miss the mark completely", says Catalina Consultants founder Merilyn Speiser.

Often, they'll build their HR budget around activities rather than outcomes – for example, training, systems, engagement initiatives and wellbeing efforts – and can end up "trying to fix things that aren't broken".

"Each of these may have a reasonable case behind them," Speiser tells HR Daily, however, "they're often funded without a clear link to a specific issue the business is trying to solve."

To achieve the best return on their investment, HR teams should instead narrow their focus, she says...