Initial Diagnosis and Evaluation, The First Step for a Strategic Human Resources Plan

A thorough initial diagnosis and evaluation of the current state of Human Resources (HR) is the foundation for developing a plan that truly drives business strategy. This requires more than simple data collection; it involves identifying skill gaps within the organization’s distinctive talent, understanding internal competencies deeply, and aligning with the company’s objectives. By applying this comprehensive approach, HR becomes a catalyst for success, contributing significantly to the organization's productivity, profitability, and sustainability. In this article, we will explore the key steps and best practices for executing an HR diagnosis to meet the company's strategic goals.

1. Conducting Surveys and Interviews with Key Leaders

The first stage of the diagnosis involves engaging strategic leaders through structured surveys and interviews. This step not only clarifies talent needs but also aligns expectations between management teams and the HR department.

- Survey and Tool Design: Create surveys and forms to identify talent needs in terms of skills, competencies, and behaviors. Questions should focus on understanding the technical skills required, behavioral skills, and specific role characteristics.?

- Interviews with Key Leaders: HR should conduct in-depth interviews with senior management and process leaders to understand short-, medium-, and long-term priorities. This includes discussing each department's specific challenges, growth vision, and any potential changes anticipated in the organization's structure or focus.?

- Prioritizing Critical Roles: When working with key leaders, HR must identify critical roles that require specific competencies to ensure operational continuity and company development. This helps direct efforts toward priority areas, anticipating market changes and challenges.

2. Measuring Internal Competencies

Accurate measurement of current competencies within the organization is essential for developing an HR plan that responds to immediate needs and prepares for future market challenges.

- Analysis of Current Competencies: Through measurement systems like competency inventories or skills assessments, HR identifies predominant competencies within each team and analyzes their relevance to company objectives. According to www.mckinsey.com, a Distinctive Talent Skill Inventory should include skills that add value beyond what automated systems and intelligent machines can achieve, skills to operate in a digital environment, and the ability to continuously adapt to new work forms and new occupations.

- Comparison with Ideal Competency Profiles: Each role in the organization should have an ideal competency profile derived from the company’s business strategy. This comparison helps identify gaps between current and ideal competencies, offering a clear vision of areas needing development.

- Periodic Measurements and Feedback Programs: HR should establish mechanisms for periodic measurement, such as performance reviews and organizational climate surveys, to adjust the competency profile as the organization grows and changes. Periodic measurements should be conducted initially, whenever the business strategy or objectives change, or when the job profile shifts.

3. Identifying Skill Gaps

Detecting skill gaps within the organization is crucial to ensure that each area has the necessary talent to meet its goals.

- Skills Mapping: HR should create a detailed skills map for each key role within the organization. This map should include technical skills as well as interpersonal, leadership, and innovation capabilities.

- Analysis of Specific Gaps: By comparing the ideal skills profile with the current map, HR can precisely identify areas that need improvement in competency development. This analysis should be broken down by departments to tailor the training and development approach.

- Prioritization of Development Areas: Identifying gaps should include prioritization based on impact on the business strategy. Skills that directly contribute to achieving strategic goals should be addressed first, ensuring continuous alignment with the corporate mission.

4. Developing and Implementing Competency Development Programs

After identifying the gaps, it is essential to implement training and development programs that address both technical skills and behavioral competencies aligned with business strategy and organizational culture.

- Designing Customized Programs: Based on identified competencies, HR designs training programs tailored to the specific needs of each person and team. Programs may include technical training as well as behavioral skills development.

- Coaching and Mentorship Programs: Assigning internal mentors and coaches can be an effective strategy for developing competencies in key roles. Leaders can work with emerging talent to ensure a smooth transition and strengthen leadership organization-wide.

- Evaluating Program Effectiveness: Establish KPIs to measure the effectiveness of development programs in terms of achieving strategic objectives, enhancing employee experience, and promoting retention. These indicators should be reviewed periodically to adjust and maximize the program's impact.

5. Commitment to Customer Satisfaction and Employee Experience

Organizational commitment and employee satisfaction are critical factors for quality customer service. An effective diagnosis must include strategies to measure and promote employee engagement with corporate objectives.

- Satisfaction and Engagement Surveys: Conducting regular satisfaction surveys provides valuable insights into the organizational climate, employee motivation, and engagement levels. Results are used to adjust HR policies and design programs that enhance employee experience.

- Building a Customer-Centric Culture: Engage all employees in the commitment to customer satisfaction through training and internal communication strategies that promote a shared vision and active commitment to the customer experience.

- Recognition and Rewards: HR should implement recognition and rewards programs that reinforce behaviors aligned with the company culture and strategic objectives. These programs are essential to creating a positive and motivating work environment.

6. Continuous Monitoring and Evaluation for Process Improvement

The key to effective HR diagnosis is its adaptability as internal and external conditions evolve. Continuous monitoring and a willingness to adjust policies and programs based on results are therefore required.

- Establishing KPIs: Define performance indicators that allow monitoring the impact of HR policies on achieving corporate objectives. Examples of KPIs include employee satisfaction rate, talent retention rate, and commitment to organizational culture.

- Quarterly Evaluations and Feedback Meetings: Implement periodic evaluations to review progress toward goals and adjust policies according to emerging business needs. Feedback from leaders and employees is essential to maintain HR plans' relevance.

- Adapting to Market Changes: The initial diagnosis should enable the organization to respond agilely to market changes. HR must stay connected to the external environment and adapt its plans according to new sector trends and demands.

Conclusion

A well-structured initial HR diagnosis lays the groundwork for strategic planning that significantly impacts organizational success. Through surveys and interviews, competency measurement, skill gap identification, and development programs, HR contributes to employee satisfaction and engagement and drives continuous organizational improvement to achieve strategic goals. This proactive, data-driven approach enables the company to tackle market challenges with a highly prepared and committed team, fostering a culture of excellence and sustainability.