Human resource strategy in 5 easy steps

Human resource strategy in 5 easy steps
  1. Step 1: Determine the current situation.
  2. Step 2: Define the target state.
  3. Step 3: Setting the budget.
  4. Step 4: Find suitable measures.
  5. Step 5: Strategy implementation and control

HR managers live in a permanent field of tension. You have to advise and challenge - provide service and make decisions. Many expectations and demands are addressed to today's modern and competent HR manager that it seems almost impossible to do justice to these role models. This is where change management comes in. You can find out here how to implement HR management effectively and successfully.

Step 1: Determine the current situation.

The starting position in your company is of great importance for the development of a human resource strategy. To be able to define the current situation precisely, an inventory is essential. Considering your employer branding, it is examined to what extent internal and external human resource measures are already being implemented in your company and where possible potentials and weak points lie.

Step 2: Define the target state.

The second step is to define which goals your company would like to achieve with the HR strategy. The existing corporate strategy, corporate goals, and your company's values ​​and principles must also be included in the considerations. An overarching goal of the human resource strategy can be, for example, to increase the attractiveness of your company as an employer. There are also other external and internal human resource marketing goals: External goals: The external goals include lowering recruiting costs, increasing awareness, and consolidating a positive employer image (employer branding). Internal goals: Internal goals include lowering the company's fluctuation rate and increasing employee loyalty to their own company.

Step 3: Setting the budget.

For the successful implementation of an HR strategy, a fixed budget is necessary, ensuring the measures' implementation. The budget should be specified according to your goals and defined measures to guarantee a sufficient budget to achieve the goals.

Step 4: Find suitable measures.

To be able to achieve the goals defined in the company, various measures must be defined and implemented. Below you will find a selection of potential measures to implement your HR strategy: External HR marketing measures: Employer branding measures Recruiting measures (also e-recruiting) through applicant management software Communication measures (website, career portal, social media) Publicity measures (press work, trade fair presence, open day, etc.) Internal HR marketing measures: Employee interviews, employee surveys and feedback options Further education and training opportunities Attractive remuneration and social benefits Leadership Demanding and motivating working conditions Attractive working environment Flexible working time models

Step 5: Strategy implementation and control

Once your budget has been defined, the measures specified in advance are implemented. To operate human resource management successfully in the long term, success control is particularly crucial. Therefore, you should regularly check whether your milestones and goals have been achieved and what impact your HR strategy has had. Use professional software to provide the required key figures. The effectiveness of the measures used can only be checked in the long term through regular success monitoring to derive future strategies for your company's human resource management. Successful HR strategy with software and successful strategies require a wide range of indicators and various tools. With a professional software solution, companies have all the important tools for strategic analysis and personnel research in the software. For example, a competence manager can be used to analyze important employee competencies in the software. A company's own social intranet improves internal communication and organization and can be used for valuable feedback and employee surveys.

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