HR strategy & processes

HR STRATEGY & PROCESS CONSULTING

An effective and efficient Human Resources (HR) Strategy, combined with a few key processes, can help you to overcome the following challenges

You need top people:
To ensure you have continuous success in recruiting, retaining and developing top (excellent) employees, managers and executives.
Watch your personnel cost:
Depending on the business, it is about the effective management of 20-70% of your total cost, e.g. base salaries, variable payments, fringe benefits, absenteeism, personnel insurances. Pay fairly, but don’t overpay your people.
Your company’s reputation is key:
Care about and treat your employees fairly as they will be the best ambassadors for your customers. Your employees are the link to your customers
Fundamentals of the HR Strategy & Processes:
It is about a truly supportive, pragmatic and modular strategy (e.g. action plans), being clearly embedded in your business plan. HR strategy and processes must support your company’s long-term profitable growth (strong business competitiveness based on a high level of innovation, cost-leadership and organizational agility).
The Human Resources Function:
Rather than just implementing governing policies, Human Resources experts must support the employees and managers. The goal (together with management) is to build employment conditions that promote motivation and therefore the delivery of high performance.

Some core HR processes helping to build your highly performing
organisation

HR Domain

Comment

Recruitment

Employer Branding
Talent sourcing action plan
A trained recruitment process
Run on-boarding programs
regularly
Do retention regularly

Employer Branding is a must, but just the start in the overall recruitment domain.

Performance Management

Management by objectives (MbO)
Weak performer counselling
Handling difficult employees
Coaching on the job

Employer If you run all 4 activities together you might have a competitive advantage. Depending on the business the MbO circle might be less than 12 months.

Management
Development
(Succession Planning & Talent Development)

Run succession planning regularly for your key positions
Develop your own talents, you know what you get and what you can expect from them and they are more appreciative than newcomers

Compensation

Develop and apply a clear and transparent policy to and for everyone job

Pay for performance..

Organisational Development

Build a culture which offers organisational agility, maintains employee resilience and allows everyone to perform highly as individuals and/or in teams.

Have a few clear company values and make sure everyone lives them. Make sure enough attention is given to the employee’s health and company compliance.

The HR Org

Have only HR experts who are supportive.
Internal communication: have a democratic employee communication process.
Make sure HR experts understand the business in order to provide the adequate support to the business.

Some of my experiences

HR Strategy & core processes:
The HR strategy must be clearly linked to, and embedded in, your overall business strategy. Therefore, it must be drafted and proposed by HR experts, but - most importantly - agreed upon with the management. The success of HR lies not only in the hands of the HR experts but also in the hands of the managers/leaders.
In the domain of HR processes, you may have just a few simple core processes which are completely understood and subsequently accepted by everyone. As a result, you can expect employees and managers not only following the processes but also “living the processes” and therefore performing highly (excellence)..

Last but not least

In all HR domains mentioned above I have designed, implemented and trained in my career numerous processes using a “tool box approach”. Feel free to contact me, in order to get to know more about the core processes or the “tool box approach”.