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Strategic HR Plan
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Strategic HR Plan
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What should the contents of a Strategic HR Plan be? Trying to formulate such a plan for an organization I've recently joined that does not have an HR Department. Thanks
Jackie
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Forums » Topic Forums » Life in Workforce Management » Strategic HR Plan
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Strategic HR Plan
posted at 5/23/2001 7:46 AM EDT
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Posts: 4
First: 5/23/2001 Last: 11/13/2001 |
I definitely think there should be goals and objectives. It should also spell out the vision of the department i.e. to recruit the best candidates, to assist the company in adopting best practices in retention, compensation, training... you name it. |
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Strategic HR Plan
posted at 5/23/2001 7:54 AM EDT
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Posts: 2
First: 5/23/2001 Last: 5/23/2001 |
I would think about the broad areas of HR as the starting points for any strategic plan...
-Recruiting and Staffing -Employment Policies & Procedures (and Programs) -Training & Organizational Development -Performance Management -Legal & Compliance (including safety) Going through each bullet point, consider what programs you have or would like to have to support each strategic initiative. This type of strategic plan helps you sell your HR services to senior management. At one company I worked for, I named each of the above strategic items with "Exciting" or "interesting" labels so that the general public would understand what my HR initiatives were all about (less technical HR jargon). I called them: -Hiring the Stars (Recruitment and staffing) -Employer of Choice Initiatives (policies, procedures, and programs designed at employee retention) -Measuring the Performance of our Stars (Performance Management, including progressive discipline, coaching, counseling, appraisals, terminations, etc.) -Training the Stars (Training & OD) -Upholding the Laws (Legal and Compliance) Having such a strategic focus allowed me and my staff to say "no" to requests for HR initiatives that did not fall into one of our strategic areas -- not because we didn't want to, but we didn't have the time and it was not important to management. Good luck! |
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Strategic HR Plan
posted at 5/28/2001 3:26 AM EDT
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Posts: 2
First: 5/28/2001 Last: 5/28/2001 |
I'am willing to share my thoughtd and experience with you contact me at shamraj@miscnote1.miscbhd.com |
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Strategic HR Plan
posted at 11/28/2001 8:15 PM EST
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Posts: 2
First: 2/18/2001 Last: 11/28/2001 |
Hi ! I am not sure if it relevant anymore for you !
But we have completed our strategic paper a few months back...i am not sure if the starting pint is recruitment / training etc etc . the way we have done is ...from the platform as to how hr is going to help the strategic obj of the company / unit ...e.g in our case ...hr has to help the unit become ....open , fast & flexible . Now this is our strategic intent . So the crux is to define the intent ...and only then the things follow . recruitmwent , trg etc are only means to efeect the intent ... I hope I made some sense... you can mail be back at son2ui@yahoo.com for further talk as well. In any case do let me know how the thing finally shaped up. bye .. Sonu |
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Strategic HR Plan
posted at 1/8/2002 11:19 AM EST
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Posts: 378
First: 1/8/2002 Last: 9/14/2011 |
Goals, objectives, etc. are crucial and they should include each HR function, but before you get too far in depth, you should ensure that HR strategy, goals, and objectives support those of the corporate strategy else you are building a big mousetrap.
After logical and achievable goals are established, you can begin building an action plan, i.e. what specific steps will you take to achieve these goals. Each milestone should have some type of deadline established to keep the HR Department on track. Each year, the plan should be reviewed and changed because if you're doing the same things in the same ways year to year, you're not changing with the times. Writing a strategic plan is no small feat. It takes a lot of time, planning, coordination, and effort. However, it provides direction and a sense of purpose when completed. Hope this helps. Chuck |
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