How do you keep your HR strategic plan fresh?

1 Review your plan regularly

You should not treat your HR strategic plan as a static document that you create once and forget. Instead, you should review your plan periodically, preferably at least once a year, to assess its progress, challenges, and opportunities. You should also monitor the external and internal factors that may affect your plan, such as market trends, customer needs, employee feedback, and business performance. By reviewing your plan regularly, you can identify and address any gaps, risks, or changes that may impact your HR strategy and goals.

3 Update your plan based on data and feedback

Your HR strategic plan should be based on evidence, not assumptions. You should use data and feedback to inform your plan, such as HR metrics, employee surveys, performance reviews, and customer satisfaction ratings. You should also collect and analyze data and feedback on an ongoing basis, to measure the effectiveness and impact of your HR initiatives and outcomes. By using data and feedback to update your plan, you can ensure that your plan is relevant, accurate, and responsive to the needs and expectations of your stakeholders.

4 Innovate and experiment with your plan

Your HR strategic plan should not be rigid or fixed. Instead, it should be flexible and adaptable to the changing environment and demands. You should be open to innovate and experiment with your plan, such as trying new tools, methods, or approaches to improve your HR processes and practices. You should also learn from your failures and successes, and apply the lessons and best practices to your plan. By innovating and experimenting with your plan, you can keep your plan fresh, creative, and competitive.

5 Involve and empower your people in your plan

Your HR strategic plan should not be imposed or dictated by a few. Rather, it should be co-created and owned by your people. You should involve and empower your people in your plan, such as soliciting their ideas, opinions, and feedback, engaging them in the implementation and evaluation of the plan, and recognizing and rewarding their contributions and achievements. By involving and empowering your people in your plan, you can keep your plan human, collaborative, and sustainable.

6 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?