As you interact with your organization, it’s important to be able to share the strategic goals of your Human Resources department. Otherwise, how will your organization leaders understand what value your department adds? They’re definitely asking and need to see the value that you bring to the total organization.
Developing a Human Resources Strategic Plan, with input from your organization, allows you to understand and communicate the HR function’s contributions. It allows you to shape the expectations that your organization holds for what you will contribute and when. This transparency adds value to the goals and role of the HR department.
Whether your HR function is a department of one or many, basic Human Resources strategic planning that includes internal organizational needs assessment and external benchmark comparisons is needed. This interactive session will show you how to approach and accomplish fundamental Human Resources‘ strategic planning and will lay the groundwork for developing your HR business plan.
In part 1 of this 2 part presentation, Attendees will:
1. Determine how to link the HR Strategic Plan to the overall business strategy.
2. Learn how to develop an HR Strategic Plan that supports Company objectives.
- Top 5 Reasons Plans Fail
- Linking HR to overall strategy
- What should be included in the HR Strategic Plan?
- Summary & Action Planning