Guide to strategic human resources management – ​​Forbes Advisor

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Now that you know what SHRM is and why it’s important, you might be wondering where to start. The process involves knowing your business goals, capabilities, future needs, and resources. From there, you put your plan into action, then reassess and pivot as needed.

Here are the five steps of the strategic human resources plan:

1. Know your business goals and capabilities

The first step to SHRM is to understand your business goals and capabilities. When you know your business goals and can articulate them, you will have an easier time creating programs and policies that support those goals. You will also be able to more effectively measure the success of your SHRM programs and make changes as needed.

Consider the following questions:

  • What are your company’s long-term goals?
  • What are the strengths and weaknesses of your business?
  • What resources does your business currently have?
  • What skills does your workforce currently possess?
  • Are there any talent or skill gaps?

Answering these questions will help you understand your business goals and capabilities, and how SHRM can help you achieve those goals.

2. Plan for future needs

Now that you have an idea of ​​your business goals and capabilities, you need to plan for future needs. In order to ensure the future success of your business, you need to forecast the number of employees with the required skills that will be needed and measure this against your company’s current workforce. This will help you determine what skills your business will need in the future and how to develop those skills within your staff.

Consider the following questions:

  • What skills will your company need in the future?
  • How many employees with these skills will you need?
  • How does this compare to your current squad?

By answering these questions, you will be able to understand what capabilities your business will need in the future and how to cultivate a workforce with these required skills.

3. Determine the resources needed to achieve business goals

Once you know your business goals and have planned for future needs, you need to determine the resources needed to achieve those goals. This includes identifying the financial, human and physical resources needed.

Consider the following questions:

  • What financial resources will you need to achieve your business goals?
  • What human resources will you need to achieve your business goals?
  • What physical resources will you need to achieve your business goals?

To determine them, you need to audit your internal and external resources. This will give you an idea of ​​the types of resources you have available to accomplish your goals and where you may need to supplement.

For example, if you are looking to increase your workforce, you may need to invest in recruitment programs. Or, after performing a needs assessment, you may find that your current workforce lacks the skills necessary to meet your business goals. You will therefore have to invest in training programs.

Another example is if you are looking to launch a new product. In this case, you will need to consider the financial resources needed to develop and market the product, as well as the physical resources needed to produce it. You also need to consider talents and skills when launching a new product. Do you have the right people in place to bring your product to market? And do they have the skills to do it?

4. Execute your plan

Now that you’ve defined your company’s goals, forecasted its future needs, and gathered the resources needed to achieve those goals, it’s time to put your SHRM plan into action. Most companies start with recruiting the right candidates, training and development, and then performance management. However, this will vary depending on your specific business needs.

If you already have a large pool of talent to choose from, you might be better off cultivating the skills of current employees before recruiting outside talent. After satisfying this resource, you may find that you still need to hire. If so, you will need to have clear expectations and skills before recruiting.

Once you’ve hired talent, it’s imperative to have a proper onboarding process. This will help ensure that your new hires are set up to succeed and understand what is expected of them. Once you’ve recruited new talent, you need to focus on development. This includes training programs as well as opportunities for professional growth. By providing these opportunities, you will be able to retain top talent and keep them engaged in their work.

Last but not least is performance management. This includes setting clear expectations, providing feedback, and conducting performance reviews. Performance management is a key part of SHRM because it helps ensure your people are meeting expectations and contributing to your business results.

Here are some things to keep in mind when executing your SHRM plan:

  • Set realistic goals and deadlines. Trying to accomplish too much in a short time can be overwhelming and lead to mistakes.
  • Get senior management buy-in. If those at the top don’t agree with your SHRM plan, it will be difficult to get everyone on board.
  • Communicate with your employees. Employees should be aware of the objectives of the SHRM plan and how it will affect them. This will help them get involved and ensure they are pursuing the same goals.
  • Be prepared to adjust your plan. As with any plan, things may not go as planned. Be prepared to make adjustments to ensure you’re still on track to meet your business goals. We will discuss this in detail in the next section.

5. Evaluate and pivot

After executing your SHRM plan, it’s important to assess how things are going. This includes looking at what works and what doesn’t. Based on your assessment, you may need to make adjustments to your plan. For example, if you’re not getting the results you expect, you may need to change your recruiting strategy. Or, if you find that your training programs are not effective, you may need to make changes to them as well.

It’s also important to keep in mind that your SHRM plan isn’t a one-time thing. As your business grows and changes, so will your SHRM needs. As such, it’s important to review your SHRM plan regularly to ensure it’s still relevant and effective.

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