Calle Doctor Ferrán, 22, 08034 Barcelona (Spain)
Reading Time: 3 minutes

HR strategic plan: 2021 adapted

Lead a strategic Human Resources approach.

Human Resources strategic plan

The people area nowadays has evolved into a more strategic department where the role of HR becomes the driving force for change in the organization. Technology streamlines administrative processes, transforms the way talent is attracted, developed, and engaged, and enables a focus on people strategy.

The best practices for employees to stay motivated and focused on their goals, come from changes in the organizational plan of the companies.

In this article, we explain the basic pillars on which the new HR role in the small and medium business is centred to accomplish the annual strategic plan.

1. Matching culture and talent.

One of the biggest challenges the HR department faces nowadays is to attract, select, develop and engage the right talent. These four factors will determine whether or not a person stays with a company.

To achieve this fit, we have different tools like:
  • employer branding strategies
  • Applicant Tracking Systems
  • skills assessment systems
  • continuous development conversations,
  • Learning Management Systems o LMS
We are talking about basic elements to efficiently manage all the processes depending of the HR department like:
  1. attracting talent
  2. selection of that talent
  3. communication with the candidate
  4. the onboarding process
  5. talent and performance assessment,
  6. Personal development
  7. engagement.
Through digitalisation and automation, the role of HR acquires a strategic leadership in the business, for this, it must consider the entire life cycle of employees in the company and focus on what is important: providing value to people.

2. Employee engagement.

As we saw in our post about reducing employee turnover, engagement starts before talent is recruited. The starting point is the employer brand strategy.

Knowing how to honestly transmit the company’s culture and values will be a key factor in building talent loyalty.

In addition, we can also analyse how employees feel about the organisation; this data will help us focus our strategy to attract talent and engagement. To achieve this, we have digital tools that measure the impact of our actions as a brand both externally and internally.

One way to analyse this is through regular surveys. They allow us to easily know how the team feels and to act accordingly.

3. Frameworks supporting agility.

In a VUCA environment (volatility, uncertainty, complexity, and ambiguity) such as the one we are living in, agility takes on a special role. The people area works together with all business departments, is aware of their reality, and acts as a promoter of change. Defining an objective, a vision for the future, and a common strategy will help the transformation that the company needs. For this purpose, communication will play a key role and in a pandemic environment, it becomes even more relevant. Having tools that facilitate online communication and create continuous feedback will help foster an active culture.

Over the coming months, companies will focus on transforming their operating model to adapt to the new environment and become more agile. This is according to Mercer’s “Global Talent Trends” 2021 study.

4. Big Data, a strategic partner in decision making.

The digital transformation of the HR area has helped companies to improve their processes and have the ability to analyse large databases in just one click. Talent management software allows for quick analysis of information and helps the department to create strategies based on data analysis.
  • For example, it can predict which employees are most likely to stay or not to stay with the company.
  • You could also analyse what kind of training will be the most successful.
  • Or even future recruitment needs could be identified based on recruitment trends.

5. Seat at the negotiation table.

The future of people’s work is about the evolution of the Human Resources role. Whether the people department moves from being an operational department to a strategic department depends on multiple factors such as culture, leadership, and openness to change.

However, there are essential aspects that can help transform the area. One of them is knowing how to ask the right questions to achieve the strategic objectives. Daring to question the “status quo” of the organisation, knowing how to respond to business requirements or identifying people’s needs is a good first step towards change.
In short, Human Resources transformation is about analysing the needs of the organisation, identifying where it wants to be in the future, and being the transformational role that people need. Innovation is a constant process; it is not about implementing a digital management tool but about changing a way of thinking, acting, and being in the company. And above all, digital transformation is about adding value to people.
“The ultimate goal of digital transformation is to create memorable user experiences.” - Joana Sanchez, President of Incipy & Inesdi Digital Business School.
Privacy Preferences
When you visit our website, it may store information through your browser from specific services, usually in form of cookies. Here you can change your privacy preferences. Please note that blocking some types of cookies may impact your experience on our website and the services we offer.