- Designing and implementing an integrated people strategy is a sizeable commitment requiring thoughtful attention and time.
- Truly understanding organizational goals, challenges, and opportunities requires a different skill set and approach than HR may be accustomed to.
- Organizational cadence and goals are constantly changing and evolving, requiring strategies to be flexible and adaptable to a number of possibilities.
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- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- It’s not just about aligning your people strategy to organizational goals. Organizational and people strategies need to be integrated – a robust organizational strategy not only considers, but adjusts for and incorporates relevant people implications.
- An integrated people strategy not only supports, but eventually drives organizational goals to create and sustain a competitive human capital advantage.
- HR is well positioned to provide valuable data and strategy-strengthening insights to the organization. Developing a people strategy that is effectively integrated with broader organizational strategy empowers HR with more influence as a strategic organizational partner.
Impact and Result
- HR needs to fully immerse within the organization to truly understand how and where it competes, and to identify any challenges and opportunities.
- HR must prioritize its efforts and resources aggressively to deliver the most impactful initiatives.
- People strategies need to be flexible and adaptable to the ever-evolving world we live in. People strategies should not be static and need to be revisited frequently and modified accordingly.
Workshop: Develop an Integrated People Strategy
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place 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
Determine top organizational goals.
- Organizational goals set.
Conduct a PESTLE analysis.
- PESTLE analysis conducted.
Create a people strategy.
- People strategy determined.
Establish your people strategy’s desired future state in greater detail.
- Future state descriptions created.
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
Analyze stakeholder management feedback and additional employee data.
- Gathered and understood stakeholder management feedback and data.
Complete a SWOT analysis.
- SWOT analysis conducted.
Evaluate people strategy current state.
- Current state identified.
Identify what is needed to sustain the current state.
- Approaches for maintenance of current state are determined.
Analyze gaps and identify areas of growth within your people strategy.
- Gaps are analyzed and areas of growth are pinpointed.
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
Describe the HR department’s future state you are striving to be.
- Outline of required future state of HR department completed.
Assess your HR department’s current state and analyze gaps.
- HR department’s gap analysis determined.
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
Assess your people strategy initiatives’ impact.
- Level of impact of initiatives and metrics assessed.
Assess the required effort for people strategy initiatives.
- Initiatives determined on a scale of low, medium, and high effort.
Chart and prioritize people initiatives.
- Prioritized list of people initiatives.
Create a people action plan.
- Action plan for prioritized initiatives created.
Complete your people strategy communications plan.
- Communication plan determined.
Set plan to revisit and measure progress.
- Process/plan to monitor and update the people strategy created.