Develop an Agile HR Strategic Plan That Achieves Organizational Objectives

Use foresight to become the HR department that the business needs.

Onsite Workshop


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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.

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
1.2 SWOT analysis
  • List of strengths, weaknesses, opportunities, and threats that HR needs to take into account (SWOT).
1.3 Goals cascade
  • List of initiatives that are directly linked to organizational goals (Goals cascade).
1.4 Desired state HR CPPT analysis
  • Description of the ideal HR department that provides value in their organization (CPPT).

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
  • List of prioritized initiatives (Prioritization tool).
2.2 Start, stop, continue
2.3 Timeline SSC activity
2.4 HR strategy template
  • HR strategy.
2.5 Business case activity
  • Business case for each initiative.

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
  • Metrics tracking abilities for each initiative that are stored in one central area.
  • A maintenance plan to adjust the initiatives based on business strategy.
  • A communication plan to meet with stakeholders to ensure their continued support and to elicit their feedback on how to make the strategy more supportive of organizational goals.

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