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How can you build stakeholder credibility during strategic human resource planning?

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Strategic human resource planning is the process of aligning your HR goals and practices with your organizational vision and objectives. It involves identifying the current and future needs of your workforce, developing and implementing HR programs and policies, and evaluating and improving your HR performance and outcomes. But to succeed in strategic human resource planning, you also need to build stakeholder credibility. Stakeholders are the people who have an interest or influence in your HR activities, such as employees, managers, executives, customers, suppliers, regulators, and competitors. Building stakeholder credibility means establishing trust, respect, and support for your HR role and function. It also means communicating effectively, managing expectations, and delivering value. In this article, we will share some tips on how you can build stakeholder credibility during strategic human resource planning.

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1 Understand your stakeholders

The first step to building stakeholder credibility is to understand who your stakeholders are, what they want, and how they perceive your HR function. You can use various tools and methods to identify and analyze your stakeholders, such as stakeholder mapping, surveys, interviews, focus groups, or feedback sessions. You should also consider the level of power, interest, and influence that each stakeholder has over your HR activities, and prioritize them accordingly. By understanding your stakeholders, you can tailor your HR strategies and actions to meet their needs and expectations, and address any gaps or issues that may affect your credibility.

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Sudeep Dhakal

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Get input from stakeholders throughout the strategic human resource planning process. This will help to ensure that the plan is aligned with their needs and expectations.

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2 Communicate your vision and value

The second step to building stakeholder credibility is to communicate your vision and value for strategic human resource planning. You should articulate how your HR goals and practices align with the organizational vision and objectives, and how they contribute to the organizational performance and success. You should also highlight the benefits and outcomes of your HR initiatives, such as improved employee engagement, retention, productivity, innovation, customer satisfaction, or profitability. You can use various channels and formats to communicate your vision and value, such as newsletters, reports, presentations, dashboards, or stories. You should also ensure that your communication is clear, consistent, and relevant for each stakeholder group.

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Sudeep Dhakal

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Keep stakeholders informed of the progress of the strategic human resource plan and any changes that are made. Be responsive to their questions and concerns.

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3 Involve and collaborate with stakeholders

The third step to building stakeholder credibility is to involve and collaborate with stakeholders in strategic human resource planning. You should seek input and feedback from stakeholders on your HR plans and policies, and incorporate their suggestions and concerns into your decision-making process. You should also invite stakeholders to participate in your HR activities, such as training, mentoring, coaching, or project teams. By involving and collaborating with stakeholders, you can demonstrate your respect and appreciation for their perspectives and expertise, and foster a sense of ownership and commitment for your HR function.

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Sudeep Dhakal

Technology
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Develop a deep understanding of the stakeholders' needs and expectations. Take the time to learn about the stakeholders' goals, priorities, and challenges. This will help you to develop a strategic human resource plan that is relevant to them and that meets their needs. Build relationships with stakeholders. Get to know the stakeholders on a personal level. This will help you to build trust and rapport.

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4 Deliver on your promises and expectations

The fourth step to building stakeholder credibility is to deliver on your promises and expectations for strategic human resource planning. You should set realistic and measurable goals and objectives for your HR function, and monitor and report on your progress and achievements. You should also ensure that your HR actions and outcomes are aligned with your HR vision and value, and that they meet or exceed the expectations of your stakeholders. You should also be prepared to handle any challenges or risks that may arise during your HR planning process, and communicate any changes or issues to your stakeholders as soon as possible. By delivering on your promises and expectations, you can prove your reliability and competence for your HR function.

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5 Seek feedback and improvement

The fifth step to building stakeholder credibility is to seek feedback and improvement for strategic human resource planning. You should solicit and welcome feedback from stakeholders on your HR performance and outcomes, and use it to identify your strengths and weaknesses, and opportunities and threats. You should also conduct regular evaluations and reviews of your HR function, and use the results to improve your HR processes and practices, and address any gaps or issues. You should also share your feedback and improvement actions with your stakeholders, and acknowledge and celebrate your achievements and successes. By seeking feedback and improvement, you can show your willingness and ability to learn and grow for your HR function.

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Sudeep Dhakal

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Be responsive to feedback. Take feedback from stakeholders seriously and be willing to make changes to the strategic human resource plan based on their feedback.

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6 Build relationships and trust

The sixth and final step to building stakeholder credibility is to build relationships and trust with your stakeholders. You should establish and maintain regular and open communication with your stakeholders, and listen to their needs, expectations, and concerns. You should also respect and value their opinions and feedback, and act on them accordingly. You should also be honest and transparent with your stakeholders, and admit and correct your mistakes when they occur. You should also recognize and appreciate the contributions and efforts of your stakeholders, and show your support and gratitude for them. By building relationships and trust, you can create a positive and collaborative environment for your HR function.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Sudeep Dhakal

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When the strategic human resource plan achieves a goal, such as reducing turnover or increasing employee engagement, you could send out a company-wide email, hold a celebration event, or give out awards to employees who contributed to the success.

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How can you build stakeholder credibility during strategic human resource planning?

1

2

3

4

5

6

7

1 Understand your stakeholders

2 Communicate your vision and value

3 Involve and collaborate with stakeholders

4 Deliver on your promises and expectations

5 Seek feedback and improvement

6 Build relationships and trust

7 Here’s what else to consider

HR Operations

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How can you build stakeholder credibility during strategic human resource planning?

1

2

3

4

5

6

7

1 Understand your stakeholders

2 Communicate your vision and value

3 Involve and collaborate with stakeholders

4 Deliver on your promises and expectations

5 Seek feedback and improvement

6 Build relationships and trust

7 Here’s what else to consider

HR Operations

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