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Yesterday was International HR Day 🎉. So I thought it was about time to share 5 Powerful 🚀 Steps 🪜 to Transform Your HR Strategy Today
🫵🏼 Did you know that only 32% of HR leaders report that their HR strategic planning is fully integrated with their business planning process?! Gartner has produced a recent paper on this:
Key Insights
1. Understand your organization's strategy & goals
Start by understanding your organization's mission, strategy, & business goals. Align HR strategy with these elements to drive desired outcomes & provide a clear business case for future projects. Collaborate with senior leaders to clarify how business priorities impact HR
Top tips
1.1. CEO Meetings: Discuss priorities & strategy in 1:1 sessions
1.2. Collaborate with CFO: Review financial updates, P&L statements & join business reviews
1.3. Market Analysis: Review quarterly reports & discuss their impact with functional leaders
2. Identify capabilities & skills for the future
HR leaders should meet with heads of each business unit to understand how organizational goals impact their workforce. Discuss how the strategy will affect their functions & identify future HR needs
3. Evaluate current capabilities and skills
HR leaders should assess the organization's current skills to understand talent implications & identify gaps. Engage executives & HR leaders then need to discuss the current state of skills & capabilities. This helps identify potential talent objectives to support future business needs
4. Develop HR goals & criteria for success
Define long-term success for your HR function & prioritize goals that support the organization's strategy. Identify 4 to 7 key performance indicators (KPIs) to measure current & future HR performance. Ensure these KPIs are specific, quantifiable, & aligned with desired outcomes
5. Communicate your HR strategy
Summarize the core strategy & key HR objectives for the next year. Tailor communication to each stakeholder group to guide employee decision-making
Top tips
5.1. When communicating with C-Suite & Executive Committee, provide a high-level summary of the HR strategy & its alignment with the corporate strategy
📣 Talking about HR; a recent HR client shared this feedback:
💬 “I chose Navid as an Executive Transition Coach because I thought he would bring diversity of thought, experience & views into our conversations to challenge me to think and do differently. Not only did he bring that, but I have greatly appreciated having an independent coach outside of my organisation to really work through crucial issues & do this in a non-judgmental way. The transition coaching has been really helpful for me. Navid has a structured approach & a real flair for coaching balancing business, care & sensitivity & providing me with space to step back & deeply reflect through his questions, insights, & playback. I truly appreciate that, & his flexibility to understand what I needed in the moment. Navid consistently shared meaningful resources in a timely way to support the coaching based on a broad range of disciplines”
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