What are High-Performance Companies Doing when it comes to HR Planning?

Whether you are implementing your marketing plan, HR strategic plan or striving to reach your sales projections, we find that companies that proactively plan for the long-term rather than react to short-term forces increase their competitive advantage.

When it comes to HR planning, what should you be thinking about?

Look back – What one or two areas impeded your growth or business objectives? For instance, you may be looking to cut expenses. Ask yourself, what aspect of this issue is related to your staff and what efficiencies can you put in place to assist with solving this problem.

Create or update your employee handbook – Well-documented policies save you time and future headaches. When employees understand what is expected of them they perform better. Not sure what your handbook should cover? Start here.

Improve recognition and rewards for employees. This does not have to be a monetary investment. Ensuring employees are recognized and rewarded in a compelling way means greater retention, which will reward your bottom-line. Check out some ideas here.

Analyze your workforce plan – A key component of HR planning is understanding your workforce capabilities including projected shortages and surpluses in specific occupations and skill sets. Having a strategy in place will put you ahead of the competition, as you will be well positioned to solve for issues and take advantage of talent as the market changes.

Design a recruiting strategy – Once you have created your workforce plan and identified the talent you require to increase profits, create a recruiting strategy that gets results. When it’s time to grow, invest in the right positions.
Click here to learn more about our recruiting best practices training and guidebook.

Compliance is key – Being legally compliant with local, state and federal employment laws, no matter what your plans are is critical to being successful. Audit your practices and policies to save you from costly lawsuits in the future.

Once you assess your successes and the areas that need your attention, put your resources in action so that you are headed in the right direction.

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"My professional passion stems from a fascination with how the individual needs of employees, managers, and the business converge to produce an outcome. I’m driven by a desire to help leaders and employees find the balance between competing needs so they can work together to address the challenges they face."