Connecting HR with business strategy
The Human Resources Management (HRM) model integrates human resource plans directly into business strategy.
While assuming some aspects of corporate life as given, such as employee buy-in and effective team work, the HRM model serves to encourage you to gather the facts, focus your thinking, illuminate insightful information, examine the situation and develop HR solutions. The use of the model depends on how committed those involved are in following through on its findings and, more crucially, on how well the priorities of HR are already synced with the wider strategic aims of the company.
1. Preparation
Set the scene … Make sure senior management and leaders are on board and open to change, and establish the HR review team.
2. Analyze your current and future HR profile
Look at all the various factors as they are and what you’d like them to be, including working practices, organizational and HR structure, compliance issues and culture. Always include hard data – if you’re not dealing with facts, your findings and recommendations will be flawed.
Importantly, identify the gaps between what you have and what you need.
3. Identify the main HR issues
Given the gap between the current situation and the company’s strategic goals, decide the key HR issues involved in achieving goals – these range from seeking cultural change and downsizing to acquiring highly skilled personnel and stronger leadership.
4. Develop an organization plan for HR
Divide your plan into four sections: people, processes, organization and technology. Review each aspect and develop an HR plan that meets the company’s strategic aims.
5. Devise a plan for implementation
Prioritize the needs and detail how the plan will be achieved and who will be responsible for each aspect of implementation.
6. Implement your plan
Monitor and review progress – adjust your plan where necessary.
Most importantly, win hearts and minds and support your people. Your plans will be for nothing if you don’t win people over and help them during the process of change.