Human resource strategy is a document that aligns basic responsibilities with the goals, mission and future needs of the organisations. It also guarantees that your efforts are not wasted or made redundant.
Coming up with a relevant and robust HR strategy might seem difficult but following these necessary steps will make the process easier:
Prioritise your organisation’s mission and values: A strategic plan that is not in line with the organisation’s goals, mission and values is without focus and ultimately useless. All parts of the strategy must align with what your organisation stands for to improve workplace culture. It is ideal for organisations to revisit their goals from time to time.
Take an HR Audit: An HR audit helps you to get a comprehensive view of your human resources operation and identify gaps. It consists of a review of your organisation’s policies and procedures, gains, and losses. The audit of the previous year will give management a clearer picture of areas that need improvement in the coming year or future. All areas and departments must be scrutinised to get detailed results.
Have a Sit Down with Department Heads: Department heads know exactly what is going on within their units — the details, strengths, and weaknesses. Having a sit down to identify all these are very important because they have to be included in the HR strategy. The department heads should take note of their main needs in areas like hiring, staff training, and personal issues.
Talk to Employees: Consulting your employees will offer valuable insight into activities and grievances on all levels. This will be more successful if anonymity is encouraged, as most employees will not be open as they should because of the fear of losing their job or being stigmatised.
Research HR Trends: Focus on trends and how your organisation can leverage them in your strategic plan. Know what is in vogue in your industry and environment.
Reward Strategy: This is also known as aligning organisational performance with compensation and benefits. Having a good reward system in your HR strategy will drive the performance culture of your organisation. Humans are naturally wired to work harder when there is a goal at the end. You can reward your employees with bonuses, commissions or profit sharing.
Redesign your Work Environment: The nature of the work environment plays a major role in employee engagement. This includes leadership, available development opportunities, management, etc. The workplace should be a fun place where employees look forward to coming; not a drab environment. Take suggestions and complaints into consideration to reduce stress and workload. All members of your workforce should be part of this stage and also benefit from it.
Know your Competitors: A good HR professional must know the organisation’s competitors and its competitive advantage. What makes your company tick? What makes your competitors tick? How can you leverage the competitive advantage to make your organisation stand out in your field/industry/market? The HR strategy needs to include these areas and solutions.
Create Room for Talent Mobility: A talent mobility programme that is tailored to support the nature of the workforce in your organisation must exist. Instead of always looking for external hires for vacant roles, hire from within. This boosts the performance and encouragement of your workforce. There should be a provision of adequate onboarding programmes and career coaching in your HR strategy.
Adapt to Technology: As each day comes with the creation and advancement of technology, a good organisation looks for ways to adapt and be dynamic. The idea is not to override the goals of the organisation but to increase efficiency by leveraging these additions and improvements. Implement new technologies and business practices in the HR strategy.