Strategic planning Hr

Strategy, in the context of corporate is the determination of the basic long-term goals and objectives of an enterprise, and the adoption of courses of action and the allocation of resources necessary for carrying out these goals. It involves balancing of external market opportunities with internal firm competence and resources, manager's personal values and aspirations and obligations to stakeholders.

Be it in the competitive market, strategy needs HR to translate it into action. In the modern knowledge-driven economy, human capital is the driving force behind the success of any organization. The human resource strategies are a key differentiator and a source of competitive advantage for today's organizations. Moreover, HR managers are increasingly being held accountable to justify the investments that are made in the name of HR development.

The strategy emerging from such a creative thinking makes sense only when it is processed. So, only strategic planning should invariably follow strategic thinking. At the operational level, successful innovation calls for hard work from the employees to accept the 'strategic thinking' chosen and translate the thought process into viable product concepts and deliver them to the customer with excellence It is only when strategic thinking and strategic planning run side-by-side that substantial results can be achieved.

The implementation of this new approach calls for a new leadership in addition to a reorientation in the attitudes of the workforce across the organization. In this entire game plan, the CEO and his HR are the key players in making the organization 'ready' to implement the strategy in the chosen new 'format'.

All employees of the organizational from low level to the high level plays a vital role in the development of an organization; else they should have not been hired and paid to perform the job. It is also true that unless the contribution from all these employees is bettered, no improvement in organizational performance can be accomplished. However, there would be some jobs which have much greater impact on strategy implementation than others and it is for HR to identify such critical jobs that matter in the success or otherwise of strategy implementation.

Once, such 'strategic job families' are identified, HR should set down the strategies to perform those jobs and then work for filling those gaps, either by fresh recruitment or by training the existing personnel to man those positions effectively. When companies change their strategies, they need to change their style of leadership right from corporate office to grass root level unit, so that they could motivate and guide employees towards changing trends of the business.

The main role of HR in the process of strategic planning process:

Selection and Staffing: Selection and staffing includes Having the right people in the right places which is very important to the organization development.

Organizational Development: Strategic planning some times also varies with change in workplace systems or processes. HR people need to take decisions as per the changing trends.

Training & Development: Training and development are guaranteed to be needed at some point of the strategic growth process.

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