Human Resources Strategy is an overall plan focused on managing human capital to align with the business's core activities. This usually revolves around the members who make up the organization as the most important division of an organization, and the best practices to implement.
The underlying definition of Human Resources (HR) is employee orientated and focuses on the employment process all the way through to fair pay and ultimately managing your employees. As such, most organizations have a group of people who are recruited to work for them. This Human Resources strategy can be applied to any industry and almost every organization within that industry. Professionals within these industries and organizations who would find such a template useful are Line managers, Human resource managers, CEO, department managers and team leaders, Unions.
Human resources is a holistic practice that is part of every organization. Having a good HR strategic plan template goes a long way in not only the hiring process but setting out the culture of the workforce and the type of people your organization wants to be associated with. This is why, Human Resources is relevant to any and every organization, including yours.
At Cascade, we understand that every organization has a different way of leading, training, and recruiting its employees. This is why we believe that using this Human Resources strategy template will be useful for you to better understand your employees and also identify what factors may be affecting your success rate in hiring and retaining your staff.
Focus areas are strategic ways of addressing an organization's targets. Begin thinking about what comes to mind for your organization when you think of Human Resources and note down some key words i.e. people, culture, fair work, retention, loyalty.
Now reflecting on these words, they are both values and focus areas that your company is trying to identify and associate its organization with. Next, ask yourself, am I struggling to address any of these areas? Those areas are usually the ones that you should focus on.
An example of some HR focus areas include: talent acquisition, culture, employee efficiency
When coming up with a strategic objective, it is important to ensure they are SMART goals i.e. Specific, Measurable, Attainable, Relevant, and Time-Bound. The main idea behind creating an objective is to have some form of direction and drive to strive towards. Within your HR strategy, these objectives will have to directly relate to the focus area of choice.
Objective example: Develop a World-Class Employee Onboarding Program
The above objective would fall under the focus area of talent acquisition and is one target that needs to be met to address that focus area.
A KPI is a key performance indicator that is measurable and evaluates the success rate of an organization in relation to the task at hand. With reference to the Human Resources strategy template, organizations can use Key Performance Indicators as a way to track whether their key business objectives are on track, behind, ahead, or have been achieved. How to Write KPIs? To assist you with this, Cascade has written 84 Key Performance Indicators for 2021 that can be used within your HR strategy template.
Two example KPIs to achieve the above objective are:
It is important to remember that under each objective there will usually be more than one KPI to achieve that objective. This is because KPI's act as the building blocks in creating and reaching the Strategic Objective. Depending on the size of your organization, a time frame will also be required in order to measure the success rate and progress of the given target.
Check out a few other Human Resources KPIs written by the Cascade that can also be incorporated into your HR strategy.
Creating Effective Projects will describe what you will do to accomplish your objectives. It is at this point in your strategic planning process that you will start to scope out exactly what actions you will take in order to achieve certain objectives. In relation to the Human Resources Strategy, these projects have to be directly related to achieving the KPIs.
An example project for your Human resources Strategy could be: Utilise the 9-Box Talent Grid for employee retention or 360 degrees feedback communication exchange between employer and employee
Both projects again fall under talent acquisition and directly link to how your organization can create the best environment for your employees, whilst ensuring that the employees you recruit are people who want to specifically apply for a job within your organization because of its reputation and brand image.
Under Cascade, the creation of dashboards and snapshots are available. Predominantly focusing on dashboards, these visual tools can assist in graphically tracking the progress of set KPIs and projects. By adding a 'widget' you have the ability to graph out your measurable target and more specifically choose which target you want to focus on. Not all KPI's have to be graphed if they aren't of huge priority or relevance at the moment. This tool is a great way of keeping your team accountable and on top of their tasks at hand.
Using dashboards in your Human Resources strategy will help your management team keep track of employee performance and gain a better understanding of what seems to attract employees to your organization and what changes could be made. For example. using a graphical table to track projects like 360-degree feedback and seeing how much of the project is implemented can allow employers to gain feedback as to whether or not the project is successful and does boost employee morale, efficiency, and productivity. This will prove to be a great way to make quick changes to your business core activities relating to human resources strategy without having huge implications on your expenses.