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5 crucial steps to developing strategic human resource planning

Every business requires strategic human resource planning, you’ve heard it before and you’ll hear it again. The most prosperous businesses create and execute a successful strategic plan to assist them in achieving their organization’s goals. But if the HR department doesn’t go with it, then even the best strategic plan won’t be very successful.

Every company should have a place to support the expansion described in its strategic plan. A strategic HR plan is a tool that organizations can use to align organizational goals with their HR capabilities.

Don’t panic if you haven’t created a Strategic HR Plan for your company (or if you’re still not sure what it is), let SmartOSC DX guide you through it in just 5 easy steps.

What is Strategic Human Resource Planning?

The strategic planning of HR is crucial to HR management. Every company, regardless of size, has a strategic plan that directs it toward fulfilling its objective. While personnel plans are less prevalent, organizations regularly create financial plans to guarantee they reach their objectives. According to the leading human resource management experts in the US, “Integrating human resource management strategies and processes to achieve the overall mission, strategies, and success of the organization while addressing the demands of employees and other stakeholders,” is how strategic human resource management is described.

A business can assess its present and future needs for human resources by using a method called strategic HR planning. It ties human resource management to an organization’s overarching strategic plan.

5 Steps To Developing a strategic human resource planning

Defining your organization’s current stage in the enterprise life cycle—the start-up stage, the growth stage, the mature stage, or the decline stage—is the first step in creating strategic human resource planning.

After determining where your business is at the moment, create a clear vision of your company’s future and the steps necessary to get there. This strategic business plan will serve as the cornerstone of your strategic HR plan.

Step 1: Identify Future HR Needs

Determine the organization’s future human resources requirements using the strategic strategy for your company as a guide. Ask inquiries like:

• What kind of work do we do?
• Which culture will encourage productivity?
• What skills are needed to produce results?
• Where are those skills located, and how do we use them?
• What is the size of our company?
• What procedures and mechanisms are required?
• How can we ensure that people’s capabilities align with our needs?
• What risks will come with in the future?

Step 2: Consider Present HR Capabilities

Now think about the current HR scenario at your organization by posing the following queries:

• What is our current capacity in the context of the future?
• How do we compare to the benchmarks?
• What are our advantages and disadvantages?
• Do we need to take any legal regulations into account?
• What are we doing well and what should be expanded in the future?
• Where are the risks?
• What HR concerns might keep us from moving forward?
• What current structures will advance us or impede it?

Step 3: Identify Gaps Between Future Needs & Present Capability

Find any substantial gaps that emerge by comparing your present HR capabilities with your current HR needs from step 2 and step 1 respectively.

Some areas, including policies and processes, capability, and resource allocation, might develop gaps. Start with the following inquiries:

• Where do substantial gaps between the present and the future appear?
• How are these gaps categorized?

Step 4: Formulate Gap Strategies

Work on creating strategies to close the gaps you found in Step 3 next. These gap methods may have an impact on:

• Selection/Staffing
• Compensation/Rewards
• Health and Safety
• Training/Development
• Work/Job Design
• Performance Administration
• Workplace Relations
• Employee Diversity

You must establish priorities for filling gaps because not all will be of equal strategic relevance.

Imagine, for instance, if you realized that the HR information system needed to be updated. You may obtain the employee progress information you thought necessary for your long-term business objectives by investing in a new system. The urgent need for an enhanced HR information system should be given top priority since it is essential to the accomplishment of your long-term strategic human resource planning.

You can use the following queries to establish the order of your needs:

• What are the most important goals?
• Where can we make quick progress?
• How can these tactics fit into our financial constraints?
• What level of change is required?

Step 5:  Share & Monitor The Plan

The effectiveness of strategic human resource planning depends on senior leadership and those involved in the HR function of your firm sharing it. Your staff will be more capable of assisting the business in achieving its objectives the more thoroughly they comprehend and support the plan.

Additionally, it’s crucial to keep track of the Strategic HR Plan’s development and inform your staff of any revisions or triumphs. You should at the very least review the plan once a year to ensure that the objectives around which it was built are still valid and to make necessary revisions.

Conclusion

Creating a thorough strategic human resource planning is a crucial investment in assisting your business in reaching its objectives. A strategic HR plan ensures that your organization’s goals are being pursued while also coordinating your corporate mission with your business plan. Contact SmartOSC DX if you’re interested in learning more about creating a Strategic HR Plan or a Strategic Plan for your company.