4 Steps to Strategic HR Planning

Typically, HR Strategizing and Planning is done a few diverse ways and is depended on the size and requirements of your business.

As the head of HR for several small to medium size companies, I have found the following extremely helpful, and this becomes a part of our Senior Meeting, development, and growth sessions with our clients.

Knowing where you are at, with Accounting, Production, Sales, truly helps you know that what must happen with the people to execute the strategic planning for the growth and success of a business.

But where do you start? Here are a few steps we use in our sessions to help you ask the right questions, start that communication, dialog, and hopefully help get you started:

The first step in HR planning is to assess your current situation. This means looking at things like your company size, employee demographics, and the industry you’re in.

You should also analyze your HR goals and objectives for the upcoming:

Define your goals: What do you want your HR department to achieve in the next year or two, in specifics to assist with the growth and development of your production, administration, and management team? Define specific goals, and make sure they are SMART (specific, measurable, achievable, relevant, and time-bound).

This step includes taking a good look at everything within the organization.

Companies size, industry, and stage of development.

You should also analyze your human resources department and identify its strengths and weaknesses.

This helps in producing things you need to do and what you need to do better to achieve the personnel and outcomes of everyone.

What do you hope to achieve with better HR management?

Be specific in terms of numbers (e.g., reduce employee turnover by 25 percent)

or outcomes (e.g., improve customer satisfaction ratings by 5 points)

Assess your current strengths and weaknesses: Take stock of what your department currently does well and what areas need improvement. This will help you determine where to focus your energy going forward.

After setting goal and getting on the same page with the outcomes, the third step is to create a plan of action that will help you reach those objectives

BE PROACTIVE NOT REACTIVE.

Strategy, development, and growth are key for success.

This will involve outlining the steps you need to take and the resources you will require. -Last but not

Gather data and analyze it: Collect data on things like employee turnover.

Once you have all of this information gathered, it will be easier to move on to the other steps.

Its time to:

Forecast HR requirements (yes, all HR crystal balls 😉)

Develop Talent Strategies

Your strategy should include specific tactics that will help you reach your goals. It’s important to tailor your plan according to what will work best for your company and employees.

Last: Review & evaluate your HR Plan

After you have created a strategy, it’s time to put it into action! Make sure you allocate enough resources so that you can properly execute

HR is Team. Human Resources are members and essentially extensions of upholding your CORE Values, while executing planning, resources, and talent acquisition and ensuring the Company they are working for is staying compliant and upholding all requirements for the Company and the Employees alike.

Its so important to have these strategy sessions to know how to move forward, be actionable, and most importantly, BE PROACTIVE.