Develop an Agile HR Strategic Plan That Achieves Organizational Objectives
Use foresight to become the HR department that the business needs.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.Immature or non-existent HR strategy causes:
- Wasted investments in non-critical HR activities.
- Low operational efficiencies.
- Lower morale amongst employees who do not feel supported or cared for.
- Lack of integration with other areas of the business strategy (finance, IT, sales and marketing, operations, and infrastructure), meaning more firefighting work for HR, and less ability to strategically help other departments achieve goals.
A formalized HR strategy process results in:
- Clear understanding of the business strategy & objectives.
- Demographic shifts and other external factors and an understanding of how they will affect the company.
- Readiness for when business objectives change to react swiftly and with a structure to guide actions (instead of ad hoc initiatives).
- Increased time availability of HR professionals to focus on strategic work (as processes are operationalized).
- A robust structure to address employee feedback and concerns, thus improving engagement.
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Module 1: Make the Case and Develop Desired State
The Purpose
- Understand the facts behind why an HR strategy is necessary.
- Comprehend the value that an HR strategy can provide to the organization.
- Develop an idea of what your ideal HR department looks like.
- Strategize HR initiatives developed directly from business goals and objectives.
Key Benefits Achieved
- Stakeholder support for developing an HR strategy.
- A visualization of what your HR department needs to look like and do in order to provide business value.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Make the case understanding |
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| 1.2 | SWOT analysis |
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| 1.3 | Goals cascade |
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| 1.4 | Desired state HR CPPT analysis |
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Module 2: Assess Current State, and Prioritize and Develop Strategy
The Purpose
- Understand what the HR department currently looks like.
- Determine what initiatives are currently being done.
- Conduct gap analysis to determine what HR needs to do to improve the department.
- Prioritize all initiatives (business-driven, HR-driven, and current) to identify which provide the most value.
- Develop the HR strategy (by documenting the outcome of previous deliverables).
Key Benefits Achieved
- A visualization of where the HR department currently stands.
- A list of initiatives required to move the HR department from the current to desired state.
- Prioritized list of initiatives that provide the most business value.
- Business case built for prioritized initiatives to achieve stakeholder buy-in.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Prioritization tool |
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| 2.2 | Start, stop, continue |
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| 2.3 | Timeline SSC activity |
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| 2.4 | HR strategy template |
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| 2.5 | Business case activity |
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Module 3: Execute Strategy and Evaluate Progress
The Purpose
- Execute the strategy with stakeholders on board.
- Track progress.
- Set up maintenance plan.
Key Benefits Achieved
- An executed strategy.
- A plan for maintenance and improvement.
- A scorecard to benchmark results and track progress.
| Activities: | Outputs: | |
|---|---|---|
| 3.1 | HR Scorecard |
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