31.08.2023 Human Resources Business HR Strategy

Successfully plan and execute your HR strategy

CHROs must break down business goals into strategic implications and define priorities that drive enterprise success and create business value.

Keep your strategy aligned as business needs change

Setting strategy is only the first step; turning it into a strategic HR plan that you successfully execute is far more challenging. The process fails for a number of reasons, including lack of visibility into business goals and inadequately defined measures for success. The volatile conditions in recent years also require measures to keep the strategy aligned as business needs change. Being programmatic helps to ensure that relevant strategy is executed effectively.Align with business strategy. Human resources strategy should always respond to business strategy; it also should align both upward (with business priorities) and downward (with functional priorities). In a world where talent is increasingly seen as an organizational priority, HR strategy should inform and influence business strategy.

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

It has always been critical for CHROs to prepare their organizations for the future of work (changes in how work gets done, influenced by technological, generational and social shifts). But the pandemic era has reinvented the future of work in new and unexpected ways — from increasing demands for a more human-centric employee value proposition and more seamless employee experience to tough-to-diagnose employee turnover.Here are the 9 Future of Work Trends for 2023:

  • “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.


Source: Gartner

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