HR strategic plan: 2021 adapted
Lead a strategic Human Resources approach.
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.
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.
- employer branding strategies
- Applicant Tracking Systems
- skills assessment systems
- continuous development conversations,
- Learning Management Systems o LMS
- attracting talent
- selection of that talent
- communication with the candidate
- the onboarding process
- talent and performance assessment,
- Personal development
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.
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.
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.
4. Big Data, a strategic partner in decision making.
- 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.
“The ultimate goal of digital transformation is to create memorable user experiences.” - Joana Sanchez, President of Incipy & Inesdi Digital Business School.