Human Resources Strategies: The Guide You Have Been Waiting For

I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people not on strategies.” – Lawrence Bossidy

Human resources strategies can have a great positive impact on every organization, but it’s often neglected, because of the cost or because of other priorities. But it is so important, and it can bring so many advantages, from employee enhanced productivity, to customer satisfaction or improved compliance, that it seems counterproductive to not implement such strategies.

Let’s look at what HR strategies are, why they are important, how you can create such a strategy for your business, and check out some examples.

Table of contents

  • Definition and importance
  • Steps for creating an efficient human resource strategy
  • Examples of HR strategies 
  • Final tips and tricks

1. Definition and importance

A Human Resource strategy is a business’s global plan to manage its human capital to line up with its mission, vision, and goals. We are therefore talking about a long-term plan.

The Human Resource strategy focuses on all crucial areas of human resources, such as searching for and training employees, implementing and organizing benefits, evaluating performance, and offering development opportunities.

Keep in mind that the HR function is no longer just administrative in our times. Now, it unites with the company strategy, standards, long-term viability goals, and strong organizational culture support.

Putting in place an HR strategy is important because it defines how well HR processes work in your company and guarantees they are in accordance with the organization’s goals.

How can you and your organization benefit from successful human resources strategies?

  • Improved relationships within the organization
  • Accelerated implementation of HR policies
  • Reduces hiring costs
  • Improved productivity, because motivated employees are productive employees
  • Transparency and a fair atmosphere regarding the treatment, regardless of the job title, age, sex, experience, or background
  • Improved retention rate, thanks to a better level of employee loyalty
  • Enhanced level of workplace ethics.

As you can see, you are looking at improvements not only on a business performance level but also on an employee state-of-mind level. 


2. Steps for creating an efficient human resource strategy

The road to developing a strategic HR plan starts by identifying where your company is right now, in the present and only then you will be able to create an image of the future, plus the methods you will be using to get there.

Step 1: Understand your organization’s goals

Crucial in putting together the plan. As mentioned before, a human resources strategy is closely linked to the company’s objectives, mission, and vision. So make sure you have all these clear.

Step 2: Assess your current capabilities

You need to identify strengths and weaknesses, both on a global level, and on an individual one(related to each and every one of your employees). Determine who is skilled in what areas, so you can then match every contribution to the organization’s objectives. Don’t be afraid to mention the barriers you find during the analysis. It’s the key to improvement.

You can perform a SWOT analysis. SWOT stands for: strengths, weaknesses, opportunities, and threats and it’s a commonly used technique to see how you can improve the company.

Step 3: Evaluate your future HR needs

After assessing strengths and weaknesses, you will be able to determine how all employees will be of help throughout the process, how to reduce the risk of threats and more weaknesses, and what will take you to the ultimate goal: achieving the company’s objectives.

You have to ask yourself: 

  • Which new job positions you will need to fill?
  • Which skills current employees will need to acquire to fill the new jobs?
  • If you’re adequately using the abilities of your current employees
  • If your current HR professionals and the hiring processes they use can provide the desired growth.

 Step 4: Discuss if additional tools are necessary

The IT department can be of help during this step. Check with them to see if the tools you are currently using are enough for enabling your employees to do their job most efficiently. Procedures such as scheduling, time recording, project management, absence tracking, and goal setting can help a team combine their efforts and enhance productivity. There are numerous various tools available to be taken into consideration, such as:

  • Digital tools for recruitment: the task of recruiting new talent can be exhausting unless you offer your HR professionals the possibility to utilize a recruitment tool that will make their lives much easier and will streamline the whole process.
  • Time-management software: Use a digital time clock to make it easier for your human resources team to manage time records, improve attendance, and create insightful HR reports. With LeaveBoard, the tedious task of managing absences and time-off will vanish. Human error is drastically reduced since the time spent working and the leaves of absence are easily tracked and recorded with LeaveBoard.
  • Time and Employee management have never been more fun. You can now discover a new way to automate HR tasks and streamline absence management with automated policies and dynamic workflows. All these with one cloud-based HR software: LeaveBoard.

Fast communication platforms: streamline communication and instant messaging within your organization, with cool platforms such as the Slack vacation tracker. In this way, you reduce the number of team meetings and increase employee productivity.

Step 5: Implement your strategy

You are now at the point where you need to grow your human capital and improve the skills of your current employees in order to meet the needs and objectives of your company. Here are the actions you need to keep in mind during this step:

  • Start the recruiting: by looking for candidates who possess the skills you found to be needed in the early stages of the planning process.
  • Set up a selection process: interview candidates, put together relevant questions and tests to choose the right ones for your organization.
  • Start the hiring: make offers to the qualified candidates and conduct background checks.
  • Draft and implement an onboarding process: it’s key to retaining employees. It makes them feel appreciated from day one and be part of the organization, regardless of their position. Tip: We have a new hire checklist, in case you’re looking for one.

Step 6: Evaluate your process and make corrections if needed

Establish a timeline after which you will assess your progress, identify points where improvement is required further and review the implemented changes to see if they have led to the company’s growth.

One year is usually needed for HR strategies to be implemented, don’t rush the process. You should look at the following metrics to be able to determine the strategies’ success:

  • Employee retention and turnover rate
  • Overall company growth
  • Financial performance of the company
  • Feedback from managers, employees, and clients
  • Employee satisfaction level
  • Outside reputation. 

The value of a business is a function of how well the financial capital and intellectual capital are managed by human capital. You’d better get the human capital part right.” – Dave Bookbinder

 

Examples of HR strategies

Here are ten examples of what you could take into account when creating a successful strategy for your organization:

  • A positive employee onboarding experience
  • Frequent communication between employee and manager
  • Comprehensive benefits package
  • Competitive salaries
  • Employee wellbeing
  • Growth opportunities both professional and personal
  • Transparency in all the organization’s processes
  • Employee retention policies
  • Social responsibility
  • Inclusive culture, with a focus on diversity

 

4. Final tips and tricks

Keep in mind that every organization is unique, and therefore, its needs are unique.

Follow the steps we suggested, but always remember that these strategies should deeply reflect your company’s vision and goals. Here are some final tricks we want to share with you:

  • It is crucial to involve the HR professionals in designing the HR strategy. They need to understand the whole process, from step 1 to the end.
  • After the plan has been designed, check if all HR practices and procedures are aligned with the new strategy.
  • Keep track of your work: make sure you monitor and measure your progress, as the plan is being implemented over the period you agreed on.
  • Benefits and incentives should be aligned with the new strategy.
  • Management has to be on board: upper management has to agree with the view of the HR professionals, give them support, confidence, and of course, a relevant budget.

 

Key takeaway

Strategic human resource management is paramount for every company. There is no minimum number of employees a company should have before deciding to embark on this journey of creating HR strategies. Now is a perfect time!

To expedite your company’s future expansion, and digital transformation, you should use tools and software that free up your time and allow you to focus on the most strategic matter, such as LeaveBoard.

Sign-up for a free, no obligations demo of our HR software to see how easy it is to transform your company's HR experience.

 “In order to build a rewarding employee experience, you need to understand what matters most to your people.” – Julie Bevacqua 

 


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