HR Strategy: Charting the Course of HR's Role in Your Organization

 

 

In 2015 the University of Michigan published results of a study that looked at what impact HR competency has on business performance. They did the study repeatedly over the course of about 16 years, and this is what they found:

If HR really wants to impact the business, they have to show a strategic contribution.

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What is Strategic Human Resource Management?

There are six key areas where HR can contribute to the overall strategic business plan, but rarely does. The rest of the executives in any organization are concerned with these 6 items, and HR needs to be concerned about them too.

Market Trends

Strategic Human Resources planning can only be effective in meeting organizational goals if it can match its strategic plan to the strategic plan of the company. The first piece to that is knowing what market trends the organization is dealing with.

Key Business Metrics

It’s critical to look at the effect HR has on the key organizational goals of the company. Perhaps HR needs to conduct a gap analysis that will determine what organizational development initiatives will impact business strategy?

Financial Analysis

When it comes to financial analysis, one of the most important questions to ask is: how is HR measuring its impact on the company’s financials? I’m not convinced that HR is always looking at the right financial metric when it comes to measuring impact on business financials.

Environmental Changes

What’s happening in your workforce and your industry that might be impacting your ability to attract, retain, and motivate talent and increase human capital? Look at environmental changes in terms of its impact on your organizational goals and business strategy.

Customer Feedback

HR often fails to look outside of their company to see what drives customers to do business with their particular company. But it’s critical knowledge for effective Human Resources planning and affects the way we recruit, retain, and motivate.

Competitors

HR must understand the business’s true competitors. Where are you better? How can you maintain that advantage? Where are you behind? How can you bridge that gap?

Why Is Strategic Human Resource Planning Important?

71% of CEOs believe their employees are the most important factor in their company’s economic success. The Human Resources planning process is simply the process by which organizations determine how to properly staff to meet business needs and customer demands. Despite the need, nearly a third of HR professionals say their departments need to improve strategic alignment!

Benefits of Strategic HR Management

According to SHRM, the closer the alignment between HR and an organization’s overall business strategy, the better the company’s ability to anticipate and respond to customer needs and maintain a competitive advantage. Research, planning, and development involving workforce culture, behaviors, and competencies promote the successful execution of business strategy.

What Are The Objectives of Strategic HR Management?

Strategic HR management is developing a culture that aligns with company goals. This includes designing systems to help the company attract and retain employees that fit the culture and bring qualifications and experience needed for the future. Concepts like career development and employee development also take center stage when HR is viewed from a strategic perspective.

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How Do You Develop A Strategic HR Plan?

Based on the Michigan study, there are a few basic steps HR can take to develop a human resources strategic plan that addresses each of these areas.

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1. Decide How Many Plans You Need

Depending on the size of the organization, you may need more than one HR strategic plan.

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2. Look At The List of 6 Areas & Prioritize

Which area is the most important one that needs to be attacked right away?

3. Identify Your Competitive Advantage & How to Measure It

 What buttons are you pushing at what point in time and how is that creating an impact?

4. Decide On Your Desired Culture

What kind of culture do you need to work on to support your key business metrics?

5. Create the Tactical Piece of the Plan

How will your compensation, benefits, recognition, and & career opportunities impact each of the six areas?

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6. Decide How You Will Implement the Plan

This is the most critical piece of all.  Who will do what and when? How will you know if it is successful?

How Ed Krow Has Helped Other Businesses Create An HR Strategic Plan

“Ed’s work is thorough and precise and his insight is both thoughtful and candid. I found working with Ed to be refreshing. He approaches his engagements in a highly professional yet approachable manner which I find allows for a much more fluid flow of information and guidance. I highly recommend Ed for advisement on even the most sensitive matters because he will take the time to understand your business and your immediate needs and then apply his experience to derive a cost-effective solution that works.”

Steve Winnie

CEO, Campus Door Holdings, Inc.

“I highly recommend Ed to any meeting planner, organization, or event seeking an engaging, highly professional, and informative leadership development speaker. Ed was one of our speakers for our Annual Conference that pivoted to virtual in a matter of weeks during the COVID-19 pandemic. Ed was one of the easiest speakers to work with during this major pivot, quickly pivoting his own presentation to suit the virtual format. Ed delivered the presentation as flawlessly and energetically as if he were in a room full of attendees, which made for a great experience for our attendees and resulted in Ed being one of our most highly-rated speakers.”

Alyssa Gibson

Director of Education, American Alliance of Orthopaedic Executives

“Ed Krow demonstrates an expertise, trust, and dependability above reproach. Over the past 7 years, I have called upon Ed to co-deliver a supervisory training program as well as refer him to several clients for various HR services. In each case, he provided great service – only adding value to the client and making my firm look good as well. I’d highly recommend Ed for HR consulting including general HR projects and especially affirmative action.”

Ira Wolfe

President, Success Performance Solutions

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