Several organizations have begun emphasizing on HR strategies that guide them in successfully meeting their missions. Regardless of the size of the business, you can develop a strategic plan for HR management and support the future direction of the business.
Does your business have an HR strategy? If it doesn’t, this article will help you understand how to develop one, and what important aspects are to be considered in the process.
Having an HR strategy helps businesses align their organizational goals with their HR capabilities. The motive behind strategic planning is to discover what a company wants to do and accomplish in the industry. HR experts recommend businesses have a strategy in place to support and achieve their organization’s goals.
A strategic HR Plan helps organizations align human resources to corporate strategy. In other words, this plan would help the employers decide what skills, knowledge and competencies the business is going to need to grow and survive in the industry. By making sure that the business has the right people in the right numbers in the right job roles, you’ll be one step closer to ensuring the profitability of your business.
The strategic HR management planning process has the following five steps:
This step requires you to assess the knowledge, skills and abilities of your current staff. You can do so by developing a skills inventory for each employee. The skills inventory should not be limited to the skills needed for the particular position. For instance, leadership, volunteering skills, education levels and certificates, etc. can be part of the list. An employee's performance assessment form can be reviewed to determine if the person is willing to learn and take on more responsibilities in the future.
The next step, being the most important one in the process, deals with forecasting HR needs for the future, based on the organization’s strategic goals. This will require an estimation of both demand and supply, and you’ll have to consider the challenges that may arise in meeting the needs.
In this stage, you determine the gap between where your organization currently is, and where it wants to be in the future. A major component of the gap analysis is the identification of the number of staff, the skills and abilities required in the future by comparing it to the current situation.
To meet your organization's future needs, strategies that focus on matters such as staffing, performance management, training/development, compensation/rewards, employee relations, safety and health, and workforce diversity should be considered. You’ll have to take care of the five aspects stated below:
A vital component of the success of strategic HR planning is to monitor the progress of the plan, and review if it has helped you achieve the organizational goals in factors like production, profit, employee retention, and employee satisfaction. If everything is running smoothly, continue with the plan. Should there be any barriers, you can experiment with different aspects to choose the ones that better suit your company’s needs. Make sure you communicate successes or modifications to your team. The plan should be reviewed every year to verify its alignment with the goals.
An all-inclusive HR strategy is instrumental in achieving organizational goals. We hope the step-by-step process outlined in this article will guide you as you develop a strategy for your business.