HR Strategy
The definition of “Strategy” is “A plan which will gain advantage….”, so an HR Strategy should be something the delivery of which will ‘gain an advantage’. What are the key challenges facing the organisation in the period ahead? What moves associated with HR / Organisation Development / Workforce could give that advantage?
Of course the people working within the organisation can identify the challenges, but the added value of external expertise is firstly to question and to validate those assumptions, there is often a risk that ‘group-think’ dictates that the focus is on the easy options, or that some issues are ignored. Then, the external input adds ideas from elsewhere, opens up possibilities, stimulates thinking out of the box. An HR Strategy should be aspirational, to take the organisation forward, away from the limits of past experience.
Finally, we can help with the preparation of the delivery plan, to ensure that priorities are set and resources are directed to the issues that count.