Step 1: Determine current status
The initial situation in your company is of great importance for the development of a human resource strategy. In order to define the current situation precisely, an inventory is essential.
Taking into account your employer brand, we will examine the extent to which internal and external human resource measures are already being implemented in your company and where possible potentials but also weaknesses lie.
Step 2: Define target state
The second step is to define which goals your company wants to achieve with the HR strategy. The existing corporate strategy, the corporate goals as well as the values and principles of your company must also be included in the considerations.
An overriding goal of the Human Resource Strategy can be, for example, to increase the attractiveness of your company as an employer. In addition, there are other external and internal human resource marketing objectives.
External goals include reducing recruiting costs, increasing brand awareness and consolidating a positive employer image (employer branding).
Internal goals include reducing a company’s fluctuation rate and increasing employee loyalty to the company.
Step 3: Defining the budget
For the successful implementation of an HR strategy, a fixed budget is necessary to ensure the implementation of the measures. The budget should be set according to your goals and defined measures in order to guarantee sufficient budget for the achievement of the goals.
Step 4: Finding suitable measures
In order to achieve the goals defined in the company, various measures must be defined and implemented.
Below you will find a selection of potential measures to implement your HR strategy:
External HR marketing measures:
- Employer branding measures
- Recruiting measures (also E-Recruiting) by an applicant management software
- Communication measures (website, career portal, social media)
- Public relations measures (press work, trade fair appearance, open day, etc.)
Internal HR marketing measures:
- Employee interviews, employee surveys and feedback opportunities
- Further education and training opportunities
- Attractive remuneration and social benefits
- Demanding and motivating working conditions
- Attractive working environment
- Flexible working time models
Step 5: Strategy implementation and control
Once your budget has been defined, the measures defined in advance are implemented. In order to be able to operate Human Resource Management successfully in the long term, the success account role is crucial.
You should therefore regularly check whether your milestones and goals have been achieved and what impact your HR strategy has had. Use professional HR software to provide the necessary key figures. Only through a regular performance review can the effect of the implemented measures be checked on a long-term basis in order to derive future strategies for the human resource management of your company.