The success of any strategy largely depends on the individuals executing it.
As a result, tracing out a clear, defined strategy with regard to people, aligned with the general strategy, is vital in order to ensure any business attains optimal performance.
Applying an effective HR strategy will help you to strengthen the skills and capabilities of your management team and staff, ensuring they are suitable in terms of numbers, quality and opportunity and raising their motivation.
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Strategic HR plan
Nowadays it is necessary to reconsider strategies for managing people in order to adapt the situation of our company to a new social, cultural and business context.
Aspects such as staff continuity, low rotation levels and excellent talent management are vital in the management of a business.
The purpose of a strategic HR plan is to align the strategic goals of the company with those of its professionals. To do so, it is necessary to define and implement HR policies that serve to attract, hold on to and secure the loyalty of the best professionals at the right time and in the right numbers.
Analysis and design of organisational structures
Aside from assets, processes and technology, a company is the combination of the groups of people who comprise it, organised in a specific manner. If these groups are not organised in accordance with the company's goals and strategies, the organisational structure will transform into a burden rather than a pillar of support.
We can only reach our goals through the business strategy if the design of the organisational structure is aligned with these goals, with the market and with the internal circumstances of the business.
To do so, it is necessary to analyse current and future projects, plans and structures in order to clearly define the functions of each post, hierarchical relations and communication lines, thereby adapting them to specific company needs.
Definition and assessment of posts
A programme for defining and assessing work posts will make it possible to analyse and identify what people should do and achieve, as well as to become acquainted with the appropriateness of distributing responsibilities so that all professional profiles will lend value to the organisation and permanently adapt to the business strategy.
It is a basic process for defining skills profiles, for individual-position alignment and for career plans.
Accordingly, the description and assessment of work posts will allow each professional to benefit from suitable knowledge and experience in order to make the best decisions in solving day-to-day problems.
A talent map is a series of strategic planning and management tools that clearly and schematically provides you with features and clues concerning the individuals in your organisation as a whole and the imbalances or needs that are not being addressed.
In turn, the talent map is an individual and organisational road map that will help you to anticipate future needs, analyse risks and suitably plan with regards to people.
Discovering the strengths and scope for improving talent in your company will allow you to strengthen many capabilities, including process efficiency, management of change, internal communication, creativity and innovation, and decision-making.
The purpose of the scorecard is to provide relevant, up-to-date information simplifying decision-making on day-to-day issues in a swift, agile manner in real time by the HR area manager and the management team.
Moreover, the scorecard should be intimately tied in with the strategic goals of the business, helping with decision-making at all times in relation to staff, recruitment and monitoring deviations, irregularities and critical errors.