Human Resources, Ruiz Food Products, Inc.

After COVID many HR Professionals are struggling to develop strategies as business moves forward. The amount of upheaval caused has human resource departments looking into a crystal ball trying to provide answers. A study of 1317 senior executives by McKinsey and Co. revealed that 42% of organizations believe their HR strategy is ineffective. The most common reasons cited are that the HR strategic plan is not integrated into the business’s needs and HR cannot justify the investments.

What is an HR strategy?

HR strategy is providing a roadmap/gameplan to solve people-centric challenges for the organization.

Why is HR strategy important?

Without a defined strategy, HR remains an administrative function and transactional. In turn, this hinders the organization’s ability to grow. HR can provide an advantage when integrated with the overall strategy as a business partner with the stakeholders of the organization.

How to create a human resource strategy

HR must take a hard look at an organization’s strengths, weakness, opportunities and threats – a process also known as a SWOT analysis (or whatever methodology you choose to identify these areas).

1. Understand the business and its objectives
Talk to stakeholders throughout the organization to gain full understanding of the business’s past position, present position and the vision for the future.

2. Conduct a gap analysis
Determine if organization has the right personnel in place, in order to achieve the goals set forth. Does the organization have in place what is needed to maximize productivity or if investments in additional resources are necessary.

3. Assess talent strategy
Regularly auditing compensation, benefits, work environments and employee engagement can help employers compete for new talent and retain valued workforce members.

4. Develop existing employees
If any employees appear ready for new challenges or have skills outside their current role, create a development plan that will allow them grow to with the business (succession planning).

5. Rely on analytics
Utilize HR data/analytics to guide operational decisions.

6. Create a mission and vision statement
Mission and vision statements summarize the HR strategy and serve as a litmus test for all policies and decisions thereafter.

 “HR can provide an advantage when integrated with the overall strategy as a business partner with the stakeholders of the organization.”

What are the benefits of strategic human resources planning?

The greatest benefit of syncing HR strategy with broader business initiatives is that it assists organizations in ways that will maximize the organization’s return on investment (ROI). Employers who take this approach to HR, may also be able to:

• Reduce turnover

• Improve employee engagement

• Enhance productivity

• Attract superior talent

• Enact better policies

• Minimize business disruptions

• and many others

Best practices for implementing an HR strategy

Every organization has fires to put out, which is why being proactive rather than reactive in the workplace does not always come naturally. The good news, however, is that HR experts have perfected some tried and true methods for implementing strategy effectively.

• Involve key stakeholders

• Know the budget

• Remember the basics

• Recognize transactional solutions

• Monitor and adjust the strategy
Measure the strategy’s effectiveness over time with key performance indicators (KPIs). If something’s not achieving the desired results, revise it accordingly.

Don’t let your organization become one of the 42% that believes that their HR strategy is ineffective. With planning, patience, and the support of your executive team, you can ensure that your HR plan is fully aligned with the business’s needs.