Develop an Integrated People Strategy
An integrated people strategy not only supports but drives organizational goals, maximizing the human capital’s contribution to the bottom line.
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 This content is not maintained and may contain information or links that are out of date.Without a people strategy, the organization will not:
- Bridge the gaps between the HR function and organizational goals.
- Have a strategic HR department seen as effective.
By implementing and developing a people strategy, the organization will:
- Gain a unique competitive advantage.
- Increase organizational success through better alignment of HR and the organization.
Book Your Workshop
Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed to complete your project successfully.
Module 1: Understand Organizational Goals and Determine People Strategy
The Purpose
- Determine goals across the organization.
- Create a people strategy specific to the organization.
Key Benefits Achieved
- Goals are set.
- People strategy is developed.
- Future state descriptions are determined.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Determine top organizational goals. |
|
| 1.2 | Conduct a PESTLE analysis. |
|
| 1.3 | Create a people strategy. |
|
| 1.4 | Establish your people strategy’s desired future state in greater detail. |
|
Module 2: Conduct People Strategy Gap Analysis
The Purpose
- Evaluate the current state of the organization regarding people strategy.
- Understand where stakeholder management stands.
- Identify and analyze gaps.
Key Benefits Achieved
- Current state is identified and understood.
- Stakeholder management feedback is collected.
- Gaps are analyzed.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Analyze stakeholder management feedback and additional employee data. |
|
| 2.2 | Complete a SWOT analysis. |
|
| 2.3 | Evaluate people strategy current state. |
|
| 2.4 | Identify what is needed to sustain the current state. |
|
| 2.5 | Analyze gaps and identify areas of growth within your people strategy. |
|
Module 3: Evaluate HR Departmental Capabilities
The Purpose
- Communicate the desired HR future state.
- Determine where the HR department currently is.
Key Benefits Achieved
- Future state is outlined.
- HR department’s current state is realized and gaps are determined.
| Activities: | Outputs: | |
|---|---|---|
| 3.1 | Describe the HR department’s future state you are striving to be. |
|
| 3.2 | Assess your HR department’s current state and analyze gaps. |
|
Module 4: Develop an Action Plan
The Purpose
- Assess the impact of the people strategy initiatives.
- Determine the effort required for initiatives.
- Create an action and communication plan and follow-up measures.
Key Benefits Achieved
- Impact of initiatives is understood.
- Effort for initiatives is ranked.
- Action and communication plans are created.
- A monitoring process for people strategy is created.
| Activities: | Outputs: | |
|---|---|---|
| 4.1 | Assess your people strategy initiatives’ impact. |
|
| 4.2 | Assess the required effort for people strategy initiatives. |
|
| 4.3 | Chart and prioritize people initiatives. |
|
| 4.4 | Create a people action plan. |
|
| 4.5 | Complete your people strategy communications plan. |
|
| 4.6 | Set plan to revisit and measure progress. |
|