Developing an HR strategy is critical for organizational success

Developing an HR strategy is critical for organizational success

Developing an HR strategy is critical for organizational success – not just 𝐖𝐇𝐀𝐓 you are prioritizing, but 𝐇𝐎𝐖 you can make the desired impact. In my experience, leveraging both internal strengths and external expertise helped me drive efficiency, innovation, and growth.

Based on a recent conversation with the Head of People & Culture of an international company with significant changes and growth, here were my suggestions to optimize resources and optimize impact:

🔍 𝐀𝐬𝐬𝐞𝐬𝐬 𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐥 𝐂𝐚𝐩𝐚𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬
Skill Inventory: Evaluate the existing skills and expertise within your HR team.
Technology Utilization: Ensure you're maximizing current HR technologies and platforms.
Process Efficiency: Identify and streamline internal HR processes for optimal performance.
Example: Redesign the onboarding process to be completely digital, enhancing new hire experience and speeding up integration.

📈 𝐃𝐞𝐟𝐢𝐧𝐞 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐏𝐫𝐢𝐨𝐫𝐢𝐭𝐢𝐞𝐬
Core Functions: Retain critical HR functions in-house, such as employee relations and performance management.
Growth Areas: Determine areas where internal resources may need enhancement or support, like leadership development, coaching, and cultural transformations.
Example: Partner with external coaches to accelerate leadership development or support sales organisations to drive growth, specially in local languages!

🌐 𝐈𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝐄𝐱𝐭𝐞𝐫𝐧𝐚𝐥 𝐒𝐮𝐩𝐩𝐨𝐫𝐭 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬
Scalability Needs: Utilize external partners during peak periods, kickoff of critical or supporting large-scale initiatives to maintain flexibility.
Flexible Resource Allocation: Use agile, temporary resources and on-demand support to minimize costs and stay adaptable.
Example: Utilize freelance HR consultants for training programs, change management, or interim assignments, avoiding permanent costs.

📊 𝐏𝐫𝐨𝐦𝐨𝐭𝐞 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧 & 𝐌𝐞𝐚𝐬𝐮𝐫𝐞 𝐈𝐦𝐩𝐚𝐜𝐭
Continuous Feedback: Establish feedback loops to assess the effectiveness and make necessary adjustments.
Knowledge Transfer: Promote the sharing of insights and best practices between internal and external resources to build internal capabilities over time.
Performance Metrics: Establish clear KPIs to evaluate the success of both in-house and outsourced HR functions.
Example: Organize workshops where external experts share their expertise with the internal HR team and evaluate performance and adjust strategies as needed.

💬What are your best practices balancing internal/external resources to optimize your impact in HR? 

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