Today, companies are confronted with complex HR issues more than ever before. People have become the critical factor for the success of a company .
Does the following sound familiar?
Colleagues are not taking up their responsibilities, the search for new employees is difficult, sickness rates are rising, new employees are leaving the company after just a few months,...
These are all concerns that indicate that a well-considered personnel policy is crucial for the success of the company.
Perhaps your HR policy is ready for an update to strategic HR Management.
What is Strategic HR Management and what is the difference with Traditional HR Management?
Traditional HR management focuses on administrative and operational tasks, such as recruitment and selection, employment contracts and payroll administration. This type of HR management is mainly reactive : it focuses on solving personnel problems and maintaining daily HR processes.
Strategic HR Management (SHRM) goes beyond traditional operational HR tasks and links HR policy directly to the business strategy. This type of HR management is proactive and looks at the long term. The HR department works closely with the management team to support the company's goals and proactively address future challenges and becomes a strategic partner in innovation, customer satisfaction and helps strenghten the company's competitive position.
Why is it worthwhile to work on Strategic HR Management?
You bring the best people on board: A strategic policy is more than just posting a vacancy. It is aimed at attracting, developing and retaining the right employees who fit the mission and values of the organization. In this way, you not only attract talent, but you also strengthen the match with the corporate culture.
Competitive advantage: With the right people on board, you improve the quality of both products and services. This gives your organization a competitive edge and promotes customer satisfaction.
You remain prepared for the future: By looking ahead and aligning HR policy with the long term, you are better prepared for changes in the market or internal growth opportunities. With a strategic HR policy, you ensure that you do not lag behind the facts, but proactively respond to opportunities and challenges.
You strengthen leadership: Strategic HRM focuses on developing leaders who are more then operational leaders, but also act as guides to help employees grow.
You make decisions based on data, not gut feeling: Strategic HRM uses objective data, so that decisions are substantiated and predictable. By measuring and analyzing, you optimize HR processes and get a clear view on the the impact on the company result.
You reduce turnover and retain crucial knowledge: Employees who feel valued stay longer. This not only reduces the costs of continuous recruitment, but also prevents the loss of important knowledge. Low turnover ensures stability and continuity within your team and organization.
Strategic HR Management requires a well-considered approach and collaboration with management.
Convinced? How do you implement Strategic HR Management?
Step-by-step plan for implementing Strategic HR Management
STEP 1 - Analyze the company strategy and objectives
Start with a thorough analysis of the company strategy. What are the long-term goals? What growth does the organization want to achieve? What are the challenges? This will help determine which HR initiatives are crucial to supporting these goals.
STEP 2 - Perform an internal and external analysis
STEP 3 - Define HR priorities and objectives
STEP 4 - Communicate with stakeholders
STEP 5 - Start using data and HR analyses
STEP 6 - Evaluate regularly and adjust where necessary
Conclusion
Strategic HR Management is a powerful tool to better align employees with the business goals. By looking beyond operational tasks and linking HR decisions to business goals, a sustainable foundation is laid for the engagement and growth of employees.
In a nutshell:
Recognizing that people make the difference
Understanding how people make a difference
Making people make the difference
Would you like to work on a strategic HR policy? Feel free to contact me for more information.