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You see the term everywhere, but what is that really, HR strategy? We've looked it up for you.
“HR strategies are the plans and actions taken by an organisation to develop and manage human resources policies, with the goal of achieving business goals.”
A good HR strategy is therefore an important hub for every organisation. It is the wheelbarrow for achieving targets and further developing business operations. And indeed, every self-respecting HR manager is therefore working on it.
But it is precisely because HR strategy plays such a crucial role that quite a few people get a bit lost. So many topics, so many choices. There is then a great temptation to dabble in hip trends and lose your sense of humor in issues that are going on in the world around us. You get stuck in some trendy terms and write a procedure around that. With perhaps too ambitious goals, which actually do not suit your organisation, let alone attainable.
Quite a shame. If you consciously develop an HR strategy that really suits your organisation, you can give direction to management. You attract the right employees, use and retain their talents effectively. You create a positive work culture where people feel involved with your company. This not only helps your employees thrive, but also your turnover figures.
But how do you arrive at such a smart strategy? We'll take you step by step.
Before you can decide where to focus your HR arrows, it's important to know exactly what the organisation stands for. What is the why of the organisation? Are all goals and ambitions clear?
Ask the MT about this and get the rest of the management involved too. Are you not getting a clear answer, or, worse, do opinions differ? Then there is work to be done.
Organise a strategic session “on the moor” to get everyone on the same page. Such a joint dot on the horizon is not only an important basis for your HR policy.
It creates the frameworks for all processes that are necessary to keep the organisation future-proof.
Then 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 organisation should take into account. Place this next to the internal numbers. Based on this, what opportunities and threats can you name? The results of this analysis determine important choices at the strategic level. Organisation-wide, and therefore also in the field of HR.
Such analysis used to be a daunting task. Archives were searched, all kinds of people had to be contacted. We are now living happily in better times. If all goes well, the most important information and data are just a few clicks away.
So make use of the technology and data you already have at home. If you don't have one overarching system, call in colleagues from other departments to uncover the information. Or take a look at the possibilities of Pluvo!
If all is well, after making the analysis, you will have a clear picture of what issues and developments are at play in your organisation. Then it is time to distribute the cards within the MT. Each in their own field. And it's up to you to determine the HR strategy.
The danger is that you now have an endless list in front of you, full of questions and challenges in many areas. After all, HR is intertwined with so many topics within the organisation. Don't lose yourself in that maze. You can, no must, make choices and set priorities if necessary. So you can actually do the things you want to do well.
Include the various issues in various HR themes such as staffing, employment conditions, health and development. Now look at the list from a critical perspective. Are certain things need to have whether nice to have? Put the first category at the top of your calendar. Assess which services and output are crucial for an HR department. Do you have enough capacity at home to make that happen? Don't count yourself rich and don't be overconfident. Every person has only two hands and one head. Isn't there a budget to recruit extra hands and heads? Then you will need to slightly limit the number of action points on your HR strategy. The nice to have in that case, just move on to later.
Align your choices and priorities with the rest of the MT. Don't forget to include the management layer underneath. These managers are directly connected to employees and are an important link in personnel policy.
A plan only gains value if it is also realised. This also applies to an HR strategy. So you're not ready when you've proudly delivered a big annual plan. On the contrary. Now it comes down to it! The HR strategy must be rolled out and executed.
If all is well, you have asked for and received the commitment from the management. The next, important next step is now to communicate the HR policy to employees. Do this in clear language, and emphasise the added value of the choices for the employees themselves. “What's in it for me?” is, after all, the most important motive for every person.
Remember to regularly monitor whether the implementation of the HR annual plan is going as expected. There may be unexpected events, financial setbacks or new opportunities. Is progress stagnating? Take action, and you can't: plans are usually not set in stone. In that case, adjust the expectations slightly.
It's also important not to let the focus fall on themes that were once taken up fresh and fruity. That's why it's good to share news regularly so that management and employees stay in tune with your HR strategy.
The use of a digital platform for your HR strategy.
When you say Pluvo, you say learning platform. So, of course, you can perfectly use the wide range of possibilities of our digital platform to develop and professionalise your employees. But actually, Pluvo offers all kinds of facilities that you can use perfectly when devising, rolling out and implementing your HR strategy. Just to name a few:
The great thing is that with us, you are not stuck with fixed, expensive formats. Pluvo offers just the flexibility you need. So you can always go up a notch, switch your focus or start a new one. tone of voice choose. Where, of course, you can make full use of gamification and various media. Because an HR strategy is important, but it certainly doesn't have to be boring!
Are you curious about what we can do for your organisation? Feel free to contact us!
As an educational expert specialising in online learning, I have been writing blogs for Pluvo for 5 years. My focus is on powerful learning solutions for organisations. Universal Design for Learning and inclusive learning are my passion; I believe that education should be accessible and fun for everyone.
I've been combining my 35 years of HR experience with copywriting for over 15 years. And even then, I learn new things over and over again. That's what makes writing blogs for Pluvo so incredibly interesting!
