A well thought-through approach to HR Planning is a key aspect of helping your organisation achieve its wider objectives and makes sure that the people element of the business will help deliver performance. Fundamentally your HR Strategy should aim to make sure that the organisation has the right people with the right skills, who behave how you would like them to and who are given the opportunity to perform well and be developed.
An HR Strategy should also help support the objectives of functional areas of the business such as marketing, finance and IT. By examining the plans and objectives set in place for functions and departments across the business, you can pull together themes and address their people implications, as well as considering what needs to be put in place to maintain employee engagement.
By prioritising these objectives, you can make sure your HR Strategy addresses fundamental issues and plans that need to be in place if they are to be met. For example, there may be a need for performance and reward management, resourcing and talent planning and skills development initiatives.
There’s no particular best practice method of developing an HR strategy but it might help to follow the 6 steps set out here which is actually taken from a model used by the US Navy.
The model has 3 planning and 3 Execution steps.
Planning:
Execution
These 3 steps are about using the planning stages and following the policies and practices put in place to:
Although monitoring and measuring is shown in the model as the last stage, I do think this is an important consideration throughout each step. For example, workforce planning would usefully include identifying key performance indicators which can then form part of the performance management processes. Throughout the planning stages, think about what measures can be put in place, set milestones and plan how useful data will be gathered as well as what you will do with that data, how it will be used to inform future decisions.
Conclusion
The most important things to remember in all of this is whether it has links with the wider organisational goals and strategy, supports competitive advantage and includes factors that will contribute to employee engagement.