The mainstay of a company’s operations is its human capital. In order to leverage this asset, the HR department must develop a comprehensive strategy to optimize workflow. This approach takes into account the societal and economic environment of the company. To see more clearly, discover in our article the different HR strategies.
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What is an HR strategy?
An HR strategy is a plan put in place within the company to achieve the required business objectives. This approach will align all strategic points internally, such as people, processes and organizations of the organization.
Strategic human resources management becomes a real catalyst for optimizing the company’s potential. This makes it possible to define and implement objectives in the best possible way. In other words, the HR strategy will plan the company’s policy for the long term. It starts with recruitment, hiring, onboarding, talent management and compensation.
This plan will serve as a lever to unify all entities of the company and lead it to a prosperous future. By bringing employees and management together in a single vision, the HR department will set the pace for corporate life.
Although HR strategy has an operational and more tactical aspect, its involvement within the company goes beyond that. Indeed, it will generate the image and the notoriety of the company on the long term. It is the goal of Human Resources studies to familiarize future HR managers with these strategies.
How to define an HR strategy?
The HR strategy allows to have a long-term vision on the personnel of a company. It must be oriented towards general performance by improving the problems of the personnel.
The implementation of this strategic plan must address the following:
- increase the development and evolution of employees to improve the company’s competitiveness;
- fostering links between the staff, the strategy and the functioning of the organization, with the aim of orienting the entire structure towards the company’s objective;
- Gain a holistic view of the employee life cycle, onboarding, training, performance and compensation. The management of jobs and skills is an important part of the daily work of the HR;
- Conform to the evolution and progression of current and future employees’ skills;
- take into account the important points related to human resources in a single vision.
The HR strategy must be present at all important stages
Within a company, the implementation of an HR strategy must be solid to cover all levels. The approach must impact employees and management. This allows for a unified and global vision to achieve the desired objective.
The strategic plan is long term, it must be present at each important step:
- Recruitment and talent management to expand the company’s potential according to the business objective;
- management of skills in order to optimize the qualities of each person, which allows a constant professional evolution;
- retention of talents and their integration into the company’s project.
Enhancement of the company’s image to attract new talent and affirm the company’s reputation in the competition.
What HR strategy to attract talent?
The HR strategy must consider certain points to attract new talent to the industry. To achieve this, the HR team has to innovate:
- update traditional recruitment channels to find the best profiles. Social networks and online recruiting agencies are more effective in targeting talent.
improve the company’s brand image and accentuate the company’s differentiation.
What HR strategy to integrate talent?
After hiring, the HR strategy must facilitate the integration of talent and their onboarding. The strategic approach to be taken will introduce new talent to the spirit of the company. To achieve this goal, we must:
- promote digital transformation for training, such as tutorials or e-learning. This is a great way to access new skills and share your own expertise;
Facilitate access to digital tools for the business, in order to improve the employee experience and enhance work efficiency.
What HR strategy to retain talent?
The implementation of an HR strategy must lead to the development and evolution of the personnel as well as the company. In order to retain talent to develop the company’s internal policy, the HR strategy must :
- promote internal mobility and train according to the company’s needs;
- to enhance the company culture, team cohesion and well-being at work;
- to develop the personnel on new projects to allow the evolution and the internal blooming;
- organize new interviews every quarter or every year to improve the HR strategy.
Feedback at each stage of the company’s life is an important point to reach the collective objective, it also allows the employee to feel listened to and to keep a strong link with his manager.
Read more articles on our HR FAQ.
Updated 13 July 2023