Implement a Human Capital Growth Plan
Drive a well-managed resource planning process and help your company grow.
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 This content is not maintained and may contain information or links that are out of date.Poor or non-existent HR growth strategy causes:
- Poor or inappropriate hiring choices
- Misalignment to business strategy
- The need for more hiring due to increased turnover, as well as wasted costs
- Extra stress on HR team members
- Failure to achieve targets and slowed growth
Well planned and organized HR strategy during high growth allows for:
- Bringing the right people into the organization
- High engagement and motivation in your workforce
- Reduced costs due to reduced turnover
- A well-equipped, effective HR team
- Resources being brought in, in pace with company needs
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: Build the foundation of a Human Capital Growth Plan
The Purpose
- Aligning HR strategy to business strategy.
- Designing HR team to reflect strategy and prepare for managing high growth.
- Collecting resourcing information from hiring managers.
Key Benefits Achieved
- HR strategy will now reflect and align with business needs, guiding all other actions accordingly.
- Team will be prepared to meet resourcing needs.
- Full scope of hiring needs identified and confirmed.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Identify pain points. |
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| 1.2 | Meet with executives to identify business strategy and long term resourcing needs. |
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| 1.3 | Assess current state of HR functions. |
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| 1.4 | Re-design HR team. |
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| 1.5 | Capture department/division resourcing needs. |
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Module 2: Design and implement a resourcing plan
The Purpose
- Identifying talent through both internal and external sourcing.
- Developing a recruiting/hiring strategy.
- Addressing cultural alignment.
- Setting targets/metrics to assess success.
Key Benefits Achieved
- Optimal sourcing is identified and planned.
- Recruiting strategy is put in place.
- Cultural issues are raised before they happen, allowing team to ensure they don’t arise.
- Goals measuring success are documented.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Fill key roles with internal candidates, if possible. |
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| 2.2 | Fill roles with other internal talent, if possible. |
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| 2.3 | Select the best sourcing methods for available positions. |
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| 2.4 | Develop recruiting strategy. |
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| 2.5 | Develop onboarding plan. |
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| 2.6 | Set human capital growth goals and metrics. |
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