Core HR Strategy Practices to Define a Foundational Direction for the HR Function.
What it is
An HR Strategy defines the process of identifying business-based human resource (HR) tactics that will constitute a comprehensive multi-year approach to the management of the HR function's structure, governance, programs, policies, and practices.?It is a basic assessment of the way HR will contribute, directly and indirectly, to the achievement of business objectives and goals.
The process begins with a review of the primary business objectives and goals for a given timeframe, then engages leadership and finally, identifies the external (to the company) and internal pressures and forces that are projected to act as either barriers to or enablers of achieving those objectives. It articulates how the HR function responds to impact both the business goals and identified challenges to meeting them, weaving all that information together into a base strategy that defines the HR direction and strategies to be employed to meet those goals and objectives.??
Leading practice calls for HR leadership to participate in the corporate/business strategic planning process, with HR having a fully integrated section that outlines how it will impact the meeting of business goals. This typically entails the inclusion of HR leadership in the business planning process. A separate and formal HR plan might be necessary to provide greater detail to guide HR teams in their pursuit of supporting corporate, functional, and business unit goals. In either case, a plan should offer sufficient detail to guide comprehensive goal setting and be directly and clearly linked to key business objectives.??
Why use it
An HR Strategy serves as a guide to the alignment of HR plans, practices, initiatives, and programs with business needs. It ensures that the HR organization is dynamically structured to best support the larger organization and ensures that all HR activities and initiatives are "tuned" to meet the needs and various challenges that the company could face. It further serves as a method to engage functional leadership in HR governance and discussions about HR practices, programs, and capabilities that need to be developed or enhanced. Finally, it provides guidance to the HR team regarding its multiple priorities and the rationale and business grounding for each of its goals and objectives.???
Key practices at this level
Understanding business strategies to align the HR direction.
Building an understanding of the key business strategies and initiatives to set an HR direction that is appropriately aligned and supports the company’s objectives.
领英推荐
Assessing external and internal business trends, pressures, and drivers of HR strategy.
Researching and determining environmental factors that may represent barriers to or enablers of success addressable by HR strategy.
Engaging leadership in defining and governing an HR Strategy.
Ensuring top leadership’s buy-in and alignment with HR strategies through their engagement in the development and monitoring of HR strategies.????
Developing a base strategy that provides guidance on HR direction, initiatives, objectives, and goals.
Leveraging and translating the outcomes of various discovery activities into HR objectives and plans.??
This overview is part of a progression set comprised of Core, Advanced, and Emerging HR Strategy practices. As a Wowledge member, you will have access to the specific step-by-step guides, tools, templates, and insights needed to implement each of these practices for all three levels of performance management and many other key HR topics. Sign up now to request early access.
LIKE, COMMENT, SHARE a good piece of Wowledge! ??
Chief Content Officer & Co-founder at Wowledge | Making strategic HR accessible with a scalable system of best practices
2 年Engaging leadership in discussions about how HR will contribute not only to the achievement of specific corporate goals but also how it will help respond to external trends (economic, market, industry). Those can help communicate both HR's alignment with the business and its strategic awareness of the larger forces that influence company success.