As HR becomes a more integral part of business leadership, it also becomes increasingly more strategic. Today’s HR departments are much more likely to align their own strategies with the vision of the organization as a whole.
How can you be sure your long term HR strategy is adding value to your company? If you follow the process outlined in these seven steps, you can be sure your efforts will increase in value year over year.
1. Understand the Business Strategy before Designing a Long Term HR Strategy
The first thing to do is dissect the business strategy. Do you understand the overall goals and vision for the organization? What are you aiming to accomplish, and how is that going to be accomplished?
You can’t design a long term HR strategy without performing this crucial analysis. Many HR strategies have been out of step with overall business strategy in the past.
By understanding the overall strategy, you’ll better understand how your HR strategy can work to support that vision.
2. Translate the Business Strategy
Once you’ve learned about the business plan, it’s time to create links between overall business goals and your long term HR strategy. Take general business goals and turn them into HR goals. Show how everything you want to accomplish with the HR strategy will support the business strategy.
Remember, the plan should be actionable. You’ll want to be sure your HR goals are achievable.
3. Discover Who Uses HR
Now that you have a strategy with an actionable plan and achievable goals, it’s time to discover how you’ll deliver HR products and services. The first step is determining who in your organization uses HR and why.
Different people in your organization have different needs. Your executives expect different results from HR than your front-line workers. Identify those who are most critical to achieving your goals.
4. Design Your Services
The next step is to envision what you want HR to do. What services will you deliver?
You’ll probably keep many of the old staples here, like hiring, onboarding, training and development, and leave management.
Think about how you deliver these services. Are there steps you could take to streamline processes? Redesigning and rethinking your services will improve them and make HR more efficient.
5. Categorize the Importance of Investments
The truth is that, no matter how ambitious your plan, there’s a limit to what you can do in the HR department. Budget constraints and personnel limits will create barriers.
To that end, you’ll need to define the most important initiatives in the HR department. Is the new onboarding program more important than redesigning the delivery of benefits? Adopting automation may be crucial to your plan, so it should receive more of your investment attention.
6. Examine the Delivery Model
How do you deliver HR services? In some cases, the delivery model you’re using could be outdated. It might not fit the organization’s needs anymore.
Think about switching or redesigning the delivery of HR services. Self-service portals are a great example. They can save time, and they also boost employee morale and engagement with HR.
7. Get the Right Talent on Board
You need the right people to help execute your long term HR strategy. Think about the skills you’ll need, and identify gaps in your team.
Designing a long term HR strategy to add value doesn’t need to be difficult. Be sure to continue to monitor and strive for improvement once the strategy is implemented.