The future always brings with it uncertainty. You can hope for the best, but even the best-laid plans occasionally go awry. You have the best intentions with your HR strategy, but as the past has likely proved, some extra precautions to future-proof the plan are in order.
How can you accomplish this task? These tips will help you build in security against all the uncertainty the future can bring. By using them, you’ll create a more versatile, resilient strategy to help guide your HR efforts today and tomorrow.
Assess Your Workforce and Identify Gaps
Before you turn your thoughts to the future, take a look at the present. What does your current workforce look like? Who do you have on staff, and what skills and capabilities do you have right now?
Analyzing who’s already on your team is an important first step. If you aren’t aware of the assets you already have, it becomes much harder to plan for the future.
Once you’ve assessed your current workforce, the gaps should become apparent. Maybe you have plenty of benefits specialists, but you’re lacking payroll personnel. The marketing team may have plenty of talent, but they might benefit from a dedicated social media marketing expert.
Identifying the gaps in your current workforce and comparing them to your likely future needs can help you create a plan to move forward.
Create Employee Development Plans
Now that you’re aware of your current capabilities and the gaps in your talent, you can begin creating a plan to fill those gaps.
One way to correct for a gap in skills is to help your current employees develop their careers. Identify those with talent and ask employees about their plans for the future. Where do they see their careers going? How do they want to grow?
Chances are you can find talent waiting to be developed within your own ranks. Work with employees to create plans for their future development. Employees will continue to grow and learn, and you can work to fill gaps in the current and future workforce.
Consider Other Gaps in HR
Your workforce isn’t the only area where you may find gaps in your current HR capabilities. Technology, policies, and more can also present shortcomings in human resources.
Conduct a gap analysis of HR as a whole. Where do your current capabilities lie? Where do you see a future resource shortfall developing?
An example might be your leave management policy. As regulations continue to shift, you may need to revise your policies to coincide with legislation. This may lead to more leave time to manage. In turn, you’ll want to revisit both policies and processes about leave management. You may consider bringing a leave management expert in house as well.
Technology is another common area to explore when it comes to identifying gaps. As HR technology continues to evolve, you’ll need a strategy to upgrade software and fill in gaps to continue to expand your capabilities.
Determine Future Increases in Resources
Will you need a new HRIS in the near future? Will you need to expand your IT workforce?
These are questions you’ll need to ask yourself as you plan your HR strategy. Identifying areas likely to need increased resources will help you plan for these needs more effectively.
These tips can help future-proof your HR strategy.