HOW TO DEVELOP A KILLER HR STRATEGY? October 28, 2015 Mukul Agarwal

Human Resource strategy is designed to develop the attitude, behavior and skills

of the employees and to make sure that organization goals are met. It should

consist of principles for managing the workforce. HR planning is important from

the budget point of view also as it affects recruitment and training.

The main objective of the HR strategy is to make sure that sufficient human resource is there to meet the operational

goals and strategic goals simultaneously. It should also make sure that right person is employed for the right job. HR

strategy should be flexible and should be ready to face the unexpected situations.

Steps to develop the killer HR Strategy and Planning

1. Access current employees

The skills, knowledge and abilities of the current employees are to be identified. Employee’s performance is to be

determined continuously and has to make sure that employees are ready to take more responsibilities.

2. Forecast future requirements

After accessing the current employees, the next step is to forecast the future requirement. It has to forecast how

many employees are required to reach to the strategic goals of the company. While forecasting, organisations should

also keep changing economy and technology in mind.

3. Gap analysis

The next step is to fill the gap in current as well as future requirements. It should forecast the skills and experience

required to work on the upcoming job positions in the organisation. HR manager has to make sure that current HR

practices are adequate for the future, if not then necessary changes should be made.

Every organisation should have following strategies in their HR function

Restructuring strategy

Restructuring strategy mainly includes analysis for reducing or increasing the employee strength in the organisation.

It has to regroup the tasks with well-defined jobs, and remove the irrelevant tasks or jobs. The output of the strategy

should make sure that restructured teams are more efficient than before.

Recruitment strategy

Here organisations should be ready with all the possible job openings to fulfill the current as well as future

requirements of the company. This strategy has to make sure that suitable candidates apply for the job; and the

newly hired employee has all the abilities and skills required to meet organizational goals.

Outsourcing strategy

In this strategy HR manager has to decide which tasks have to be outsourced, and to which company or individual as

per their competency, it has to be given. Tasks could be – recruitment, background verification, employee

management or payslip generation. Outsourcing strategy has direct implication on meeting organizational goals, so

extra care should be taken while taking the decision.

Training and Development strategy

This strategy should make sure that employees are provided with adequate training to take on new roles. It should

provide enough opportunities to the employees to develop in the present organization. HR Managers should be ready

with various ways of meeting the training and development needs of the employee.

Collaboration strategy

Collaboration strategy, does not have a direct impact on HR vertical, however it is useful for organisations where

different business verticals are interdependent. HR Managers are expected to read every business unit within the

organisation and look for possible collaborative initiatives to achieve success. It could be helpful in dealing with

shortage of skills or improving the process of a particular business unit.

Applicant Tracking System is one such tool that comes under ‘Recruitment Strategy’ for achieving milestone

success in HR department of any organisation. This platform is a one stop solution for managing recruitment,

employee details and other related activities at enterprise level.