Aligning Human Resource Needs with Your Vision
Strategic HR planning is a process that helps your organization identify current and future human resources needs in order to achieve your goals. It should link human resource management to the overall strategic plan of an organization.
Strategic HR Planning involves developing a project plan. HR will assist you in the project of strategic HR planning from conception to planning, scheduling, monitoring and implementing controls. Upon completion, you will understand the roles of your leader and liaison. Through information gathering, communication and dissemination of information you will put a process in place to allocate resources and resolve the conflict.
HR challenge: To maintain the level of intensity and consistency of effort throughout the change process.
Building a model for change requires communicating the right information, often, at the right time, and delivering this information from the top management regularly with your employees. Outsourcing the process will define where the organization is now, where it wants to go, and how it will get there.
Do you have a balanced scorecard to focus on the specific measures that support business strategies?
The balanced scorecard has evolved from its early use as a simple performance measurement framework to a full strategic planning and management system. The “new” balanced scorecard transforms an organization’s strategic plan from an attractive but passive document into the "marching orders" for the organization on a daily basis.
The process includes:
- Translating the vision
- Communicating and linking
- Business planning
- Feedback and learning
Following this process helps managers build consensus, test hypothesis and make the necessary adjustments to grow your business.
Time to Update your Employee Handbook
Request your free guide on when to update your employee handbook.
I had the pleasure of working with Nancy during a period UMASS MMC Radiology group retained our services. I found Nancy to be a bright, articulate, well informed, and savvy partner in the recruiting process. As is often the case there are hurdles to be cleared when working with a large facility and Nancy was… “Greg Caldwell”