The human resources department of a company must be well versed in current management trends, and stay up to date in terms of emergent strategic orientations. The process of human resource development is based on which executives, managers, or employees conduct daily activities and maintain a level of enthusiasm among the workforce.
A strategy is the long-term planning that is developed and implemented by top management. These plans are used to seize opportunities and allocate resources. It includes plans to create new products, to acquire other companies, to sell unprofitable aspects of the business, to make shares available, and to enter international markets.
A strategic training process is also used to train executives, managers, and employees. Training prepares personnel for the dynamics of performance that arise in human behavior. It is done through training seminars, events, and programs
Strategic human resource development has multiple benefits, including:
- Increasing extrinsic and intrinsic job satisfaction
- Boosted customer satisfaction
- Effective and efficient use of resources
- Development of a working environment
- Making human resource development activities proactive and impactful
- Equipping human resources to apply theoretical knowledge practically
- Increasing productivity
How to Develop Your own Effective Strategy
Step 1: Know your company inside and out
Before crafting your strategy, know your organization thoroughly. Understand the organization’s goals, current positions, current workforce, and workforce strengths. Ask yourself: “Can your organization’s internal capabilities deliver on its business goals?” To understand the organizational hierarchy and structure, talk to your employees and find out if they are motivated and/or if they have challenges.
Step 2: Craft your HR strategy
Once you have identified potential threats and opportunities, it is time to develop a strategy. The strategy should be simple, yet include all aspects of human resources development. It should also be communicated to individuals from other departments who must be involved in implementing the strategy.
Step 3: Resource analysis
Implementation of most HR strategies require a considerate amount of resources. It is important that you evaluate the company’s current and required monetary and logistic resources. Match the two and check for deviations. If there is a lack of resources, analyze ways to obtain funding.
Step 4: Implementation
Having the resources and having a perfect strategy would not be worth it if action is not taken. Implementation is the most important part of a developing a human resources strategy. Putting your plans into action and seeing the process through to completion is essential.
Step 5: Follow up
Once you start putting your strategy into action, keep track of the progress. Check for changes to be made along the way. Once you notice any change in performance, or deviation from the plan, identify the root cause of the issue and ensure it gets correctly in a timely fashion.
Step 6: Corrective Action
Identifying the cause is not enough; you need to take corrective action. Create a backup plan to ensure that performance results are back on track with the original strategy. In some cases, a modified strategy may be necessary to reach the desired goal.
