Human Resources Strategic Plan Consulting Firm Human Resources

Human Resources Strategic Plan: Consulting Firm

Human Resources Strategic Plan: Introduction A consulting firm must establish a human resources strategic plan that will encompass its core strengths, knowledge, and primary objectives in offering excellent service to its clients The plan must encompass a variety of critical factors, such as the following: Employing knowledgeable, experienced consultants Providing adequate training and education for their needs Expanding consultancy services to attract clients from a variety of industries These factors will play an important role in maximizing human capital to improve success and strategic growth

Human Resources Strategic Plan: Vision and Mission A human resources strategic plan must encompass an organization’s mission and vision for long-term success and growth (Gundlach, 2011) Current goals and objectives should align with the chosen mission and vision (Gundlach, 2011) It is the responsibility of human resources departments to develop strategic plans with core values and the primary mission in mind (Gundlach, 2011) The organization’s specific divisions must create goals and objectives to fit within the vision and mission and that do not retract from these considerations (Gundlach, 2011) The organizational vision and mission must also be sustainable over the long term (Gundlach, 2011)

Human Resources Strategic Plan: Goals and Objectives Identifying the appropriate goals and objectives is critical for strategic success and growth A business plan will support the development of expectations and roles to achieve the desired outcomes (Heathfield, 2013) Human resources employees must work collaboratively to define goals and objectives that are reasonable and attainable (Heathfield, 2013) Expectations are also critical in developing a strategic plan that aligns with organizational needs (Heathfield, 2013) These efforts demonstrate the value of collaboration in supporting goals and objectives (Heathfield, 2013)

Human Resources Strategic Plan: Recruitment Recruiting qualified employees must emphasize knowledge, prior experience, and communication Recruitment involves several stages, including planning, advertising, selection, and retaining employees (Government Business Solutions, 2013) This will support employee growth and engagement in the organization and its primary objectives Human resources recruiters must identify candidates that are likely to remain with the organization and grow in their roles over time

Human Resources Strategic Plan: Education Today’s organizations require a detailed approach to managing and retaining employees Education and outreach are essential components to demonstrate employee support and knowledge acquisition efforts (Bobinski, 2004) Organizations must provide education to employees on a regular basis in order to achieve goals and expectations in the desired manner (Bobinski, 2004) Education must focus on key deliverables and areas where employees possess limited knowledge of key objectives (Bobinski, 2004) Image: Plainfield Public Schools

Human Resources Strategic Plan: Training Providing employees with training is essential to their continued success and growth (Lipman, 2013) Training of a technical capacity must be integrated into the employee development plan (Lipman, 2013) Employee productivity is likely to increase with expanded training in the necessary areas (Lipman, 2013) Training may be held onsite, offsite, or in a virtual capacity, depending on cost (Lipman, 2013) The efforts made to provide training demonstrate to employees that they are valued in the workplace setting (Lipman, 2013) Training is critical for organizational growth and sustainability (Lipman, 2013)

Human Resources Strategic Plan: Branding The human resources strategic plan must incorporate a branding approach to support organizational objectives (Billings, 2013) Branding will ensure that clients are provided with high quality service at all times (Billings, 2013) Client trust will evolve and improve consultant-client relationships (Billings, 2013) Human resources must integrate branding into their training initiatives to encourage employees to focus and recognize themselves as representatives of the brand (Billings, 2013) B Image: Posh Coworking

Human Resources Strategic Plan: Gap Analysis Recognizing organizational weaknesses is critical in establishing the appropriate goals and objectives for the future (hrcouncil. ca, 2013) Human resources must focus on these areas in order to recruit and train employees where gaps currently exist (hrcouncil. ca, 2013) Skill assessments are essential in the gap analysis process (hrcouncil. ca, 2013) Employee reorganization efforts may be necessary where skills are not being used wisely (hrcouncil. ca, 2013) Management approaches must also be considered and modified as necessary (hrcouncil. ca, 2013) This many include the recruitment of additional managers to meet workload demands (hrcouncil. ca, 2013)

Human Resources Strategic Plan: Collaboration is essential to organizational success (hrcouncil. ca, 2013) Addressing concerns through open communication also supports collaborative efforts (hrcouncil. ca, 2013) Training must be spread around so that all employees will benefit and collaborate in teams (hrcouncil. ca, 2013) Employees should benefit from the experiences and successes of other organizations as shown by example (hrcouncil. ca, 2013) Organizational success is often measured through collaborative abilities (hrcouncil. ca, 2013)

Human Resources Strategic Plan: Conclusion Human resources strategic planning is critical to the success of a consulting organization Recruiting and retaining qualified and experienced employees is key Education and training are critical to employee growth and productivity Branding the organization promotes greater client trust and support Identifying gaps in knowledge and talent must be addressed early on Collaboration is critical to the success of the organization and its primary divisions Human resources must support organizational growth and success at all times

Human Resources Strategic Plan: References Billings, G. (2013). A new role for HR: support your company’s brand. Retrieved from http: //humanresources. about. com/cs/strategichr/a/brandsupport. htm Bobinski, D. (2004). The role of HR in strategic planning. Retrieved from http: //www. management-issues. com/opinion/1137/the-role-of-hr-in-strategic-planning/ Government Business Solutions (2013). Workforce planning solutions for today’s challenges. Retrieved from http: //govbizsolutions. com/Government. Solutions/Workforce. Planning. Solutions/tabid/79/Def ault. aspx Gundlach, M. (2011). Human resources strategic planning and a sample HR action plan. Retrieved from http: //www. brighthubpm. com/resource-management/26611 -human-resources- strategic-planningsample-hr-action-plan/#imgn_0 Heathfield, S. M. (2013). How to do human resources strategic planning. Retrieved from http: //humanresources. about. com/od/humanresourcesstrategic/tp/humanresources-strategic-planning. htm Hrcouncil. ca (2013). Strategic HR Planning. Retrieved from http: //hrcouncil. ca/hr-toolkit/planning-strategic. cfm#_sec. A 2 Lipman, V. (2013). Why employee development is important, neglected and can cost you talent. Retrieved from http: //www. forbes. com/sites/victorlipman/2013/01/29/why-development-neglected-and-can-cost-young-talent/ Plainfield Public Schools (2009). Professional learning communities. Retrieved from http: //www. plainfieldnjk 12. org/News/Week_of_Nov_1_2010. shtm Posh Coworking (2013). Factors of branding. Retrieved from http: //poshcoworking. com/the-basics-of-branding/factors-of-branding/ planning-is- and-a- important