How difficult it seems, when you sit down in front of that blank sheet of paper, to produce a robust and relevant HR strategy. It is much talked about and much sought-after by the HR community at large. So why is it so difficult?
The answer is that it can be challenging, but by using a simplified process, by fully understanding your organisation's needs and by having the ability to select the most critical HR components, strategy development can be made a whole lot easier.
The effort is worthwhile for several reasons. A well-defined strategy clarifies the role of the HR team. It determines the size, structure and cost of the resource required to deliver it and ensures that all HR activity is aligned to business needs - the most crucial requirement of all - joined-up HR!
Why is it important? The answer is that an organisation can aspire to market leadership in its chosen sector, but unless it has the organisational capability to make this possible, its executive team would be well advised to re-adjust its ambitions. All organisations, whether driven by product or services, need the best human resource available to deliver those products or services.
What follows are eight key steps in the quest towards delivering a successful HR strategy.