HR Strategy - How to develop and deploy your hrm strategy - a manual for HR and non HR professionals

How-to-Guide HRM Strategy

HRM STRATEGY
HOW-TO-GUIDE

<How to develop and
deploy your HRM strategy>

©HRM Toolshop, 2013, all rights reserved

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Image Copyright s_oleg, 2013 Used under license from Shutterstock.com

WE WELCOME YOU TO THE HRM TOOLSHOP
Together, we combine 40 years of
HR experience across industries
and geographies.


It all started years ago, when we ourselves, as HR Professionals, came to
realize the hard way, that it is highly time-consuming to find ready-touse, straightforward HR information on the internet. The option to work
with expensive consultancy firms being a budgetary challenge in the
economic down-turn, we looked for other EFFICIENT ways for designing
and customizing our HR instruments ourselves at a high standard.
That is how our idea grew to develop pragmatic and generic how-to HR
guides around HOT HR processes, such as Strategic Planning, Change
Management, Performance & Talent Management! We also wanted to
offer great HR tools & templates that people could download quickly and
then customize to their own needs.
Just like a very professional Do-It-Yourself store for all kinds of HR issues!
To ensure the widely applicable usage of our products, we started
connecting with senior HR think alikes across the globe, to help create
and/or validate our Toolkits.
As you read this, we are producing more practical tools & templates for
you with this team. Don’t hesitate to send us a query through our web
shop if you think of something particular you can’t find anywhere!
Anne & Tania, Brussels, 2013


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HRM
TOOLSHOP

• This Guide is part of the HRM STRATEGY
TOOLKIT. This toolkit helps you to build your
own HRM Strategy.
• In the Category of HR STRATEGY & PLANNING,
you can also find the related HR Toolkits for
further deploying your HRM Strategy:
– HR Reporting Toolkit
– Workforce Planning Toolkit (under
construction)
– Succession Planning Toolkit (under
construction)

• Go to www.hrmtoolshop.com for more HR
Toolkits & Guides.


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ABOUT THIS
GUIDE

• Is your organization in need of a long term strategy
for managing HR? Does your CEO challenge you to
come up with HR plans that are aligned with the
business plans? Do you have a strong strategic HR
plan in your head but little time and no standard
templates to turn this plan into a formal HR
Strategy Document?
• Having a clearly defined Strategic HR Plan helps
you to become a strategic HR Business Partner, and
will increase your credibility with Senior
Management.
• It will also help you to follow up on defined HR
actions and report on progress in a highly
professional way.


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USING THIS
GUIDE

• Our How-to-Guides, such as the one you are currently
reading, are limited in application: each customer
can consult our How-to-Guides, but they cannot be
shared, edited, customized, etc... in any format or
context. These Guides only serve as comprehensive
manuals for you in applying all the HRM Toolshop
Tools & Templates, and should be used for that
purpose only.
• Each of our How-to-Guides is therefore only offered
in a non-customizable or non-editable format.
• On the other hand, you are allowed to use the Tools &
Templates for which you bought a license, and
customize these to your needs, subject to the
limitations under the License.
• For more information: see our General Conditions on
www.hrmtoolshop.com


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INSIDE THIS
GUIDE

• The Theory : Introducing the Concept & Model
What is Strategic HRM?
• The Practice : A roadmap for creating your HRM
Strategy
How to develop your HRM Strategy?
• The Experience : Sharing experiences
How to be successful?


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WHAT IS STRATEGIC HRM?
The Theory : introducing concepts & models


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WHAT IS
STRATEGIC
HRM?

• Strategic Human Resources Management (strategic
HRM, or SHRM) may be regarded as an approach
to the management of Human Resources that
provides a strategic framework to support longterm business goals and outcomes.
• The approach is concerned with longer-term
people issues and macro-concerns about structure,
quality, culture, values, commitment and matching
resources to future needs.
(source: CIPD book Strategic HRM: the key to improved business performance)


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A MODEL THAT
WORKS

• Aligning HRM Strategy with the Business Strategy

Company Vision &
Mission
Analysis of
External
Environment

Business Strategy
& Plans
HRM 5 Year
Strategy & Prios
HR Department
Annual
Strategic Plan


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Analysis of Internal
Environment


...SOME PAGES ARE MISSING HERE...

 Go to www.hrmtoolshop.com
and download the entire How-to-Guide


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HOW TO DEVELOP YOUR
HRM STRATEGY?
The Practice : A roadmap for creating your
HRM Strategy


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ROADMAP OVERVIEW
STEPS FOR DEVELOPING YOUR HRM STRATEGY

A. Understand
the Business
Plan
&
External
Business
Drivers for
Change

B. Analyze
External Labour
and Workforce
Trends
for the Future

C. Assess the
current
Organizational
Performance

D. Survey the
Voice of the
Employees

I. Identifying future
organizational & people
challenges

A. Define the 5yr targets and
actions related
to WORKFORCE
PLANNING &
STAFFING

A. Prepare a
complete
Report on the
Organization &
People
Management
Gaps &
Challenges

B. Conduct a
workshop with
the
Management
Team to share
the key findings
and agree on
the Business
Priorities

C. Map the
agreed
priorities into
your Strategic
HRM
Framework

II. Defining the strategic HRM
Priorities for the Business


B. Define the 5yr targets and
actions related
to
ORGANIZATION
DEVELOPMENT

A. Define
measures and
KPIs against
each strategic
action and
agree on
reporting
approach

B. Formulate
your HRM
Strategy based
on the agreed
Priorities and
Action Plans

C. Define the 5yr targets and
actions related
to TALENT
MANAGEMENT

D. Define the 5yr targets and
actions related
to EMPLOYEE
ENGAGEMENT

C. Define your
HR Department
Plan

D. Plan the rollout of the
HR(M) Strategy
with the HR
team

III. Translating the Strategic
HRM Priorities in 5-year
action plans

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IV. Implementing your HRM
Strategy

STEP I – IDENTIFYING FUTURE ORGANIZATIONAL
& PEOPLE CHALLENGES

A. Understand
the Business Plan
&
External Business
Drivers for Change

C. Assess the
current
Organizational
Performance


• Objective =
To collect all relevant data about the
future organization and people
management challenges and
compare this with current
performance related issues.
• Critical HR Competencies to have:

B. Analyze
External Labour
and Workforce
Trends
for the Future

D. Survey the Voice
of the Employees

–
–
–
–
–

Business Understanding
Customer Orientation
Facilitating & Consulting
Conceptual Thinking
Analytical Thinking

I. Identifying future organizational
& people challenges


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A. UNDERSTAND
THE BUSINESS
PLAN & EXTERNAL
BUSINESS
DRIVERS

• Begin by selecting the entity for which the HRM strategy
is being developed:
a) Entire organization
b) One specific business unit
c) One location or geographical area

• In case of b) or c), verify whether a corporate HRM
strategy exists which you would need to use as the
foundation for developing your business or locationspecific one.
• Once you have defined your scope, identify the leaders
who are responsible for the overall business plans.


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HRM STRATEGY – TOOLS OVERVIEW


AVAILABLE TOOLS PER STEP IN THE PROCESS
I. Identifying future
organizational & people
challenges

II. Defining the strategic
HRM Priorities for the
Business

III. Translating the
Strategic HRM Priorities
in 5-year action plans

IV. Implementing your
HRM Strategy

 HR Business Review Questionnaire
 HR Business Review Reporting Template
 Future HR Trends Analysis Worksheet
 Organization Review –
Questionnaire &
Reporting Template
 The Voice of the Employees
Survey – Questionnaire
 The Voice of the Employees
Survey - Reporting
Template

 HRM Gap Analysis Worksheet
 HR Business Prioritization
Workshop - Template
 Strategic HRM Priority
Mapping - Template

 Strategic HRM 5-yr Action
Plan -Template

 Strategic HRM Dashboard
– Reporting Template
 HRM Strategy Document –
Template
 HR Department Strategic
Plan - Template


See HR Project Management
Tools

See HR Reporting Tools
See HR Organization Tools
See HR Policies
See Organization & Change
Tools
See HR Project Management
Tools

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CRITICAL SUCCESS FACTORS
& POTENTIAL PITFALLS
The Experience : Sharing Lessons Learned


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CRITICAL
SUCCESS
FACTORS -1

• Avoid surprises: know the concerns and level of
strategy-experience of your management team.
• Think and talk like a business leader during the
first two steps of this project. So make sure you
know all the business issues your company is
facing.
• You have to know the organizational structures,
HRM strategies and challenges of the key
competitors of your company – this is where your
management peers will start using your expertise.
You often can find this kind of information through
internal staff that came from these competitors.


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Explore hundreds of best practice HR documents &
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WHO WE ARE

Tania acquired 20 years of
experience through managing
international HR Legal Projects and
Talent & Development Programs
across industries.

My fascination for Talent Management grew as I moved up the hierarchic ladder: as an eager young
search professional in the Retail Sector I came to realize the importance of efficient hiring & onboarding
processes and skills. As I moved on in various leadership roles, one of them in the Federal Government,
I often was challenged with matching people their competencies in critical roles effectively. Over these
years, I gained a lot of experience in Talent Development and Competency Management.
At that time, Compliance became an important concern in many organizations, and I decided to obtain a
Master’s Degree in Labor Law. Once graduated, I started applying these new HR Legal competencies in
my assignments as HR Consultant, mainly in the Energy sector, where I mainly focused on HR
Transformations and HR Policy design work. To really specialize in the HR Legal side of business, for
projects around restructuring, employee relations, wellbeing, etc. ..., I joined a well-known international
legal firm as a senior legal consultant for a couple of years. Today I am fully dedicated in managing my
own HR consultancy firm, offering specialized services in Talent Management besides running the HRM
Toolshop.

I started my career in the Oil & Gas Industry within the Learning & Development area, and then moved
into a senior HR consultancy role at a BIG 5 Consultancy Firm where I became trained in Organization
Design, Change Management and HR Transformation through theory and practice.
Interesting times, lots of international traveling, but I felt that I needed to get exposed to the down-toearth, operational side of HR!
I took up several international HR Director roles in Europe and the Middle East, in various industries:
working within different cultures, and how to apply HR practices across locations became my key
lessons learnt those years.
Summarizing all the things I saw and experienced during my career up until now would be as follows:
“Running a Successful Business is Being very Smart about how you manage your People and Starts with
Genuine Respect”. Any successful HR action will derive from this principle.

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Anne gained 20 years of experience
in guiding businesses through
change, leadership development and
strategic HR planning programs
internationally.

HR Strategy - How to develop and deploy your hrm strategy - a manual for HR and non HR professionals

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