Failure to Plan = Failure to Improve
Our human resource planning process helps our clients identify strategic HR positions that will anchor their organization. Key objectives are:
- Provide for a regular annual review of the organization’s human resource capital, strengths, weaknesses, risks and action plans
- Agree on a set of plans and actions over the coming year to improve the organization’s capabilities and value
- Encourage valuable discussion about the organization’s human resource strengths, weaknesses and action plans
- Ensure that human resource initiatives are included in the annual operating plan
Failure to Plan = Failure to Improve
Strategic Positions Must Guide Executive and Management Level Decisions
- HR Strategic Planning must involve the organization’s top executive(s). Support and input from other personnel may be appropriate, but the core assessments and directives must reflect top executive(s) views.
- Once completed, the top executive should share the HR Strategic Positions with the Board of Directors or Executive Committee, depending on the organization, to gain their support.
- While HR Strategic Positions should generally be communicated throughout an organization, specific elements of any HR Strategic Plan may need to remain confidential, shared only with those who have a need to know.
- These positions and this plan serve as the roadmap for the organization for the next year, or whatever term is predetermined.