Keep your strategy aligned as business needs change
Establish goals as part of the strategy. Consider what constitutes long-term success for your HR function and how to prioritize goals to support enterprise strategy. Perhaps create a prioritized list of initiatives and HR goals, and evaluate the gaps between the current state and your mission-critical initiatives.
Set criteria for measuring successful strategy execution and adaptation. Once you’ve developed goals, identify four to seven key performance measures that describe the current level of performance of the HR function. Make sure these measures are specific, quantifiable and clearly tied to the desired performance, and use those same indicators to measure performance in the future.
Craft a clear and concise statement that captures the core of the strategy and summarizes the key objectives on which the HR function will focus over the next year. This empowers your organization’s HR professionals and employees to contribute positively to enterprise objectives. Tailor the communication to each stakeholder group to provide employees with direction for their decision making.
Tackle the future of work as your organization sets strategic workforce and talent goals
- “Quiet hiring” offers new ways to snag in-demand talent
- Hybrid flexibility reaches the front lines
- Squeezed by competing leader and employee expectations, managers need support
- Pursuit of nontraditional candidates expands talent pipelines
- Healing pandemic trauma opens path to sustainable performance
- Organizations push DEI forward amid growing pushback
- Getting personal with employee support creates new data risks
- Algorithmic bias concerns lead to more transparency in recruiting tech
- Gen Z skills gaps reveal workforce-wide erosion of social skills
Given the growing volume of future-of-work-reinvented trends, HR leaders need to shortlist the most important ones on which to focus when developing HR strategies. This requires a three-step trends analysis:
- Identify: Recognize trends that could affect how, when and where work is done; who or what does work; or even what work means in the near future.
- Interpret: Understand the relevance and implication of a future of work trend to your organization.
- Prioritize: Involve diverse stakeholders for an inclusive process of selecting key parameters. Ensure buy-in by prioritizing trends based on objective evaluation and a comprehensive analysis.
