People are your #1 driver of success (or failure)

You simply can’t execute your business strategy without an aligned people strategy and workforce plan.

Most companies have an outline of their financial, marketing and sales strategies, but ask them about HR strategy and you’ll usually get a blank stare. This doesn’t make a lot of sense when you consider that people are, more often than not, your biggest cost and the #1 driver of success (or failure).

What is HR strategy?

Your HR Strategy outlines the people and performance priorities, investment and resources you need to support your business strategy. It prioritises the pillars or levers you need to engage to achieve your goals and provides a roadmap, typically including a workforce plan.

Designing your HR strategy

To develop an effective HR strategy, you need to understand the relevant business strategy and financial model first. This is where we excel (and most other HR people struggle). We ensure your HR strategy is connected to your financial model and your business and HR strategies are clearly communicated in a way that gets all your people on the same page.

In designing your HR strategy we work with you to first develop a strong understanding of your business model, financials, objectives, positioning, brand promises, current people systems and core strategies for the future. This includes a ‘sleeves up’ fact-find and analysis process.

People and performance capability survey

Depending on your stage of business, we may also conduct a simple 12 question engagement ‘pulse check’ survey with your entire team (this survey takes just 2 minutes for each employee to complete).

After analysing the results of our fact-finding process, we run a half-day workshop with key directors and executives to condense your business strategy onto a page and confirm HR priorities, timing and outputs aligned to your business and financial objectives.  This culminates in a Strategic HR Road Map that outlines a clear path forward, including resourcing and investment for execution.

Your HR strategy should be reviewed regularly and adaptable to change.

The Checkside HR strategy process

Step 1 – Fact Find and Analysis

  • Initial meeting to understand your business history, challenges and goals
  • Review of your business model, key financial data, organisational structure, objectives, positioning in the market, brand promises and current HR systems, tools and practices
  • Key executives and managers complete our People and Performance Capability Assessment
  • Employees complete our 12 question engagement pulse check
  • Review of your core business and HR strengths, opportunities and threats/gaps
  • Analysis of survey data, including report preparation
  • Preparation of insights and HR priorities for discussion in a half-day HR strategy workshop

Step 2 – HR Strategy and Roadmap Design

  • Workshop and draft your business ‘strategy on a page’ (SoaP) for internal communications
  • Work through priority HR challenges and strategies as identified in our analysis
  • Ensure alignment of HR strategy to business strategy, including resourcing and investment decisions (and ROI targets)
  • Present the SoaP and Roadmap back to your key executives for feedback and buy-in
  • Confirm timing, resourcing and investment decisions to execute the Roadmap

Step 3 – Implementation

  • Put the Roadmap into action, starting with workforce planning

Step 4 – Review HR Roadmap

  • Review the Roadmap quarterly to confirm plans or adapt to business changes, as required

Workforce planning

Research shows that some 73% of organisations experience talent shortfalls leading to missed business objectives as a result of poor workforce planning.

With the changing nature of work, advances in technology and ever-evolving business needs, it is obvious that tomorrow’s workforce will look much different from the workforce of today.

Workforce planning is the systematic analysis and identification of the workforce structure, scale, skills and investment required by a company to achieve its business objectives. It relies on a strong understanding of capacity, productivity and cost measures to ‘right-size’ your business through various stages of growth.

Designing your structure and workforce plan

It’s impossible to develop an accurate and costed workforce plan without first understanding your business strategy and financial model. Our workforce planning process complements your HR strategy and considers the range of scenarios that may play out over future periods. This includes an analysis and design process in which we work with key directors and executives to map out scenarios and financial impacts, leveraging robust work classification frameworks.

We then summarise relevant scenarios using our proprietary IP and functional models to provide costed workforce plans and corresponding organisational charts that give you the best view of your future workforce.

Your selected workforce plan forms the basis for budget and variance analysis and we also work with you to formulate plans to attract, develop and retain the talent you need to fill out your organisational chart.

Depending on your pace of growth, your workforce plan will need to be reviewed every 3 to 12 months, with ongoing monitoring of key capacity and productivity ratios to assess performance.

 

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