Home › accountability › Is HR Part of Your Strategic Plan in Business and at Work?

Is HR Part of Your Strategic Plan in Business and at Work?

Posted on Posted in accountability, appreciative inquiry, branding, business, ceo, change management, communication, compliance, economy, employee, employer, engagement, entrepreneur, leadership, marketing, reputation, resiliency, retention, strategy, team, Uncategorized, values Tagged with , , , , , , , , , , ,

An HR colleague of mine is participating for the first time in their organization’s Strategic Planning process, and I was thrilled to hear it.

It’s not just the inclusion of the HR Leader that encourages me – there are many practical reasons why HR should be part of any organization’s Strategic Planning process (and if your organization doesn’t have at minimum a one-page Strategic Plan with Values, Vision, Mission, 3- 5 Strategic Goals and accompanying metrics mapping out those strategic elements for the next 5 years, a good starting point is to consider the development of a Strategic Plan as a key priority for your organization). If your organization doesn’t currently have a Strategic Plan, what is your organization’s foundation / rationale / driver for HR strategic initiatives supporting your organization’s short-term and long-term success, such as (including but not limited to):

  • Employee Relations and Leadership Based on Strategic Values
    • Culture
      • Guiding Principles
      • Guidelines for Appropriate and Inappropriate Conduct at All Levels
  • Staffing to Sustain and Increase Growth
    • Succession Planning
      • Performance Metrics
      • Benchmarks for Employee, Team and Leadership Performance
    • Retention
      • Compensation, Benefits and Related Policies
  • Recruitment Branding
  • Employee and Change Communications Planning & Execution.

Does your organization have a Strategic Plan? And if so: is Human Resources part of your Strategic Plan driving organizational success, in business and at work?