Tips for an effective HR strategy

In four steps from mission to execution, you can build an HR strategy that truly fits your organization.

You see the term everywhere, but what actually is an HR strategy? We’ve looked it up for you.

"HR strategies are the plans and actions undertaken by an organization to develop and manage personnel policy, with the goal of achieving business objectives.”

A good HR strategy is therefore a vital cornerstone for any organization. It is the key driver for meeting targets and further developing business operations. And indeed, every self-respecting HR manager is focused on it.

But precisely because an HR strategy plays such a crucial role, quite a few people get a bit lost. So many topics, so many choices. The temptation is great to drift along with trendy fads and get lost in issues happening in the world around us. You latch onto some buzzwords and write a procedure around them. With perhaps overly ambitious goals that don't actually fit your organization, let alone are they feasible.

That’s a real shame. If you consciously map out an HR strategy that truly fits your organization, you can provide direction to management. You attract the right employees, deploy their talents effectively, and retain them. You create a positive work culture where people feel engaged with your company. Not only do your employees flourish because of this, but so do your revenue figures.

But how do you arrive at such a smart strategy? We’ll take you through it step by step.

1. Get a clear picture of your organization's mission and objectives

Before you can determine where to aim your HR efforts, it is important to know exactly what the organization stands for. What is the why of the organization? Are all objectives and ambitions clear?

Question the management team about this and pull the rest of the management team aside as well. If you don't get a clear answer, or worse, if opinions differ, then there is work to be done.

Organize a strategic off-site session to get everyone on the same page. Such a shared goal on the horizon is not only an important foundation for your HR policy.

It creates the framework for all processes needed to keep the organization future-proof.

2. Analyze

Next, take the time for an internal and external analysis. It is good to have insight into current trends, technological developments, and environmental factors. Then you know what the organization needs to take into account. Compare this with internal figures. Which opportunities and threats can you identify based on this? The results of this analysis are decisive for important choices at a strategic level. Organization-wide, and therefore also in the field of HR.

Such an analysis used to be a monumental task. Archives had to be combed through, all sorts of people had to be approached. Fortunately, we live in better times now. If all goes well, the most important information and data are just a few mouse clicks away.

So, make use of the technology and data you already have in-house. If you don't have one overarching system, enlist colleagues from other departments to unearth the information. Or take a look at the possibilities of Pluvo!

If all goes well, after completing the analysis, you will have a crystal-clear picture of the issues and developments at play in your organization. Then it is time to divide the tasks within the management team. Each in their own field of expertise. And it is your honor to determine the HR strategy.

3. Make choices

The danger is that you now have an endless list in front of you, full of questions and challenges in all sorts of areas. After all, HR is intertwined with so many topics within the organization. Don't get lost in that maze. You may, no, you must, make choices and set priorities when necessary. So that you can actually do the things you want to do well.

Categorize the various issues into different HR themes such as staffing, employment conditions, health, and development. Now, look at the list with a critical eye. Are certain things need to haves or nice to haves? Put the first category at the top of your agenda. Assess which services and output are crucial for an HR department. Do you have enough capacity in-house to make that happen? Don't count your chickens before they hatch and don't be overconfident. Every person only has two hands and one head. Is there no budget to recruit extra hands and heads? Then you will have to trim down the number of action points on your HR strategy. The nice to haves will have to be pushed to a later date in that case.

Align your choices and priorities carefully with the rest of the management team. Don't forget to include the management layer below. These managers are in direct contact with employees and are an important link in HR policy.

4. Careful implementation

A plan only becomes valuable once it is actually carried out. That also applies to an HR strategy. So you're not done the moment you proudly deliver a thick annual plan. Quite the opposite. Now is when it matters! The HR strategy has to be rolled out and implemented.

If all goes well, you have asked for and received commitment from management. The next important step is communicating the HR policy to employees. Do this in clear language, and emphasize the added value of the choices for the employees themselves. “What’s in it for me?” is, after all, the most important driver for every person.

Don't forget to regularly monitor whether the execution of the annual HR plan is going as planned. There may be unexpected events, financial setbacks, or new opportunities. Is progress stalling? Take action, and if that's not possible: plans are generally not set in stone. In that case, adjust expectations a bit.

It is also important not to let attention slip for themes that were once picked up with fresh energy. That is why it is good to share news regularly, so that management and employees stay well connected to your HR strategy.

The value of a digital platform for your HR strategy.
Say Pluvo, and you say learning platform. So of course you can make perfect use of the wide range of possibilities of our digital platform to develop and professionalize your employees. But Pluvo actually offers all kinds of features that you can use very well when devising, rolling out, and implementing your HR strategy. To name just a few:

Collecting and sharing information for analyses.
Internal communication around your HR strategy.
Monitoring the progress of the various action points.
Developing and sharing a recruitment campaign.
Online modules for the onboarding program of new employees.
Supporting your HR cycle.

The great thing is that with us you're not tied to fixed, expensive formats. Pluvo offers exactly the flexibility you need. So you can always step it up a notch, shift your focus, or choose a new tone of voice. And of course you can make full use of gamification and different media. Because an HR strategy is important, but definitely doesn't have to be boring!