What are the critical steps in HR strategy?
How successful is your current HR strategy? The role of the HR department has evolved over the years, transitioning from the traditional “hire and fire” arm of the business to a strategic position. Today, HR departments are not only responsible for recruiting new talent and onboarding employees, but also establishing a positive workplace culture and environment. Show Juggling the traditional tasks with those that come with being an HR professional in the modern workplace can be challenging. When trying to meet the needs of the business and its employees, important details can often be overlooked. Below are five HR pillars every organization should be aware of when developing or refining their HR strategy. 1. Legal requirementsWhen onboarding an employee, it’s important that you follow and fulfill all legal requirements to ensure that you protect the business and the employee. For instance, every full-time employee should fill out an IRS W-4 form and I-9 form. Another important legal requirement is workers compensation. Regardless of the working conditions, workers compensation is required of all businesses:
You may also need directors and officers and general liability insurance to protect employees from potential issues with customers. 2. Employee engagementDid you know that only 33 percent of employees in the United States are engaged in their jobs, according to Gallup’s “2017 State of the American Workplace” report? In fact, employee engagement as a whole increased only 3 percent from 2012 to 2016, according to the aforementioned report. Employee engagement is critical to a company’s success. After all, an engaged employee is a productive one. To increase employee engagement, bring the following into your culture and HR strategy:
3. Career advancement programsAn organization’s biggest and most precious investment is its employees. Yet, many organizations don’t invest enough in the development of their employees. A career advancement program helps sustain employee engagement, as employees are given the opportunity to progress both personally and professionally. In addition, it helps nurture talent within the organization, reducing the time and costs associated with hiring outside employees. A successful career advancement program should help employees set achievable goals and offer in-house training sessions. Toastmasters International, for example, is a communication and leadership development program that teaches employees to become more effective communicators. 4. Corporate imageMaintaining a strong, positive corporate image is important for your HR strategy. It helps you attract top talent to a growing team. The HR department plays a critical role in upholding an organization’s image:
Aller suggests asking yourself the following questions:
5. Performance management systemTo make goal-setting successful, you need to have a tracking system in place. Without an advanced performance management system, it’s difficult for employees to gauge their progress and stay motivated in reaching their goals. Not to mention, keeping track manually can get messy and is less reliable. If you haven’t yet, invest in a performance management system that makes it easy for employees and managers to track and measure progress throughout the year. If you have trouble getting buy-in from decision makers, ask for a free 30-day trial of the product you like most. When your trial is up, you can show higher-ups the benefits, rather than tell. Be a modern HR professionalToday’s human resource departments are responsible for much more than just hiring and firing employees. They play a strategic role in the day-to-day operations of the business, especially when it comes to employee engagement, necessary insurance, corporate brand and much more. When developing or updating your HR strategy or department, don’t forget these five important pillars. To learn more about how to improve your HR strategy, check out this webinar recording, “Taking Employee Experience to the Next Level by Delivering Personalization at Scale.” Do you have any thoughts on this article? Share your comments below. What are the steps in HR strategy?How to create a human resource strategy. Understand the business and its objectives. ... . Evaluate employee skillsets. ... . Conduct a gap analysis. ... . Assess talent strategy. ... . Develop existing employees. ... . Limit turnover. ... . Plan ahead for succession. ... . Rely on analytics.. What are the 4 HR Strategies?exter- nal labour orientation are combined to develop the four different HR strategies, which include Loyal Soldier (cost leadership/internal labour), Bargain Labourer (cost leadership/external labour), Free Agent (differentiation/external labour) and Committed Expert (differentiation/internal labour).
What makes developing HR strategy critical?HR strategy must relate to all parts of the business. It starts with listening to customers' needs; on that basis, it designs organizations, internal processes, and impactful communication plans that align with, and support short- as well as long-term company goals.
What are the critical HR functions?The six main function of HR are recruitment, workplace safety, employee relations, compensation planning, labor law compliance and training.
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