HR Strategy: Strategy for strategy sake?

New clients often ask, “What is an HR strategy and why on earth do I need one?” All organisations – no matter their size and offering – need the best teams available to deliver their products and services. But it’s…

Blog12th May 2021

New clients often ask, “What is an HR strategy and why on earth do I need one?”

All organisations – no matter their size and offering – need the best teams available to deliver their products and services. But it’s also important to have a plan, a strategy that is in line with your business.

By fully understanding your organisation’s needs, its goals and objectives, an HR department, manager – or an outsourced consultancy – can ensure that HR activity is aligned to business needs. Furthermore, putting your HR function under a microscope will clarify its own role and responsibilities.

Looking at all these elements and developing a robust strategy will not only ensure that your organisation has the operational capacity, but also identify any gaps in leadership, development and performance.So, how to go about developing an HR strategy?

As a business leader, you know how important your goals and objectives are – but does your team?

You might have the best IT systems, but is your team supported to use them?
Are your teams motivated and driven? Not just financially, but in their learning and development – are they able (and willing!) to deliver and meet the goals/targets and objectives that have been set?
A decent HR strategy will address this and align the needs of your business with these HR needs and considerations.

Just as a decent marketing plan will look at threats and opportunities, a robust HR strategy will do the same. Working with your HR function to give a greater knowledge of the plans for your business will allow potential threats and opportunities to be identified at all levels, and will offer insights into what your organisation needs to undertake, people-wise, in order to thrive and succeed.

There will always be curve-balls, that’s the nature of running a business, but having an holistic view will ensure that your teams are ready to react.

Appraisals, 360 assessments and performance reviews are age-old tools. Understanding how to use them and, critically, when, is key. Organisational performance doesn’t start and end with management; every team member plays their part, and an HR strategy will allow for the implementation of a robust performance management process which sets out objectives for all levels of staff within a business.

HR teams are people-people. We’re quick to spot potential weakness and we can quickly identify and implement changes that can lead to cost-savings and overall improvements to operations. We’re also essential in developing teams, determining how best to recruit and retain talent, and attract the right people – another crucial part of an HR Strategy.

An HR strategy doesn’t have to complicated, but it does need to be well thought through and this is where we come in.

We work with clients to support more than their teams. We work to get to the heart of the business and, in doing so, can ensure that HR is fully aligned with all aspects of business strategy.

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