A good human resource plan can be the difference between an organization that succeeds and one that fails. It ensures that all employees are working towards the same goals, and it helps you attract and retain talented people who will help you achieve your goals. Here’s how to create a strategic human resource plan that works:
Define your organization’s mission and vision.
Before you can develop a strategic human resource plan, it’s important to define your organization’s mission and vision. A mission statement should be short, concise and easy to understand. It describes what the organization does and why it exists. For example: “Our mission is to provide quality services that improve the lives of children.” A vision statement is more aspirational in nature than a mission statement but still communicates why an organization exists and what it wants for itself in the future. A good example of this might be something like “We aspire to become recognized as one of North America’s leading providers of children’s services.”
The alignment between these two statements–and between them both with your company’s core values–is critical because they provide guidance for all decision-making processes within your company (including HR).
Identify the key drivers of your business strategy.
The first step in developing a strategic human resource plan is to identify the key drivers of your business strategy. This can be done by asking yourself several questions:
- What are our strengths and weaknesses?
- What are our opportunities and threats?
Once you’ve identified these factors, you need to determine how they affect your people. Try asking yourself these questions: * How do we build on our strengths? * How can we address any gaps in capabilities or skillsets within our organization? * What do we need from each other as individuals, teams and departments in order for us all to succeed at delivering on our goals
Determine how to align your HR policies with these drivers.
In the context of strategic human resource management, once you have identified the drivers of change and how they affect your business, it is important to align your HR policies with these drivers.
- Determine how your company’s strategic goals and objectives can be supported through HR initiatives. This can include areas like:
- Diversity and inclusion initiatives (e.g., gender equity)
- Training programs for your employees that help them gain new skills or increase their knowledge base (e.g., training programs related to data privacy)
Create your people strategy to support these drivers.
To develop a people strategy in the context of strategic human resource management, it is important to understand the key drivers of your business strategy. These can be identified by asking the following questions:
- What is our objective?
- Who are we competing against?
- How much money do we need to make in order for this company to be successful?
Once you have identified these answers, you should align them with the HR policies that support them. In other words, what kind of people do we need in order for us achieve our objectives and succeed as a business (or organization)? This will help drive all future decisions regarding hiring practices, training programs, compensation levels etc., so it’s important not only from an individual perspective but also from an organizational perspective as well!
Implement an effective people management system.
A people management system is a set of policies and procedures that guide how you manage your employees. It should be aligned with the business strategy, easy to understand, implement and follow.
The people management system should also be flexible enough to adapt to changing conditions.
Develop a succession plan for leadership roles in your organization.
Succession planning is a well-thought-out set of strategies and processes that are used to identify, develop and promote people who will be able to fill leadership roles when they become vacant. To ensure a successful succession plan, it is vital to incorporate strategic human resource elements. This means taking the time to identify and develop individuals who possess the skills, knowledge and experience necessary to take on leadership roles when the need arises. By doing so, organizations are better equipped to fill vacancies and maintain the continuity of their operations.
- A description of what positions need to be filled as a result of retirement or resignation
- A description of how you intend on filling these positions
- How much time it will take before someone can take over the role
A strong human resource plan will help you attract, talented staff
A strong & strategic human resource plan will help you attract, retain, and develop talented staff who are capable of executing your business strategy effectively.
HR strategy is important to the success of your organization. It should be aligned with business strategy; a key differentiator in attracting and retaining talent; a key differentiator in developing talent; and another way to develop leaders at all levels within an organization (including those who do not report directly into HR).
Conclusion of strategic human resource
The next step is to develop a human resource plan that aligns with your business strategy. This will help you attract, retain and develop the right talent for your organization and ensure that it remains competitive in today’s global economy.
