7 Critical Steps in Future Proofing Your HR Strategy

7 Critical Steps in Future Proofing Your HR Strategy

With time evolving and technology improvising, people are getting more addicted to the internet. They get so engrossed in surfing their interests till late into the nights, that the next morning when they get to work, they are tired and dull. Many corporates are struggling to engage their employees, but there are a few of them which are designing their own ways by formulating the right HR policies.

Similarly, if your HR strategy is not based on the right pillars, it can lead to substantial damage to the business. HR strategy plays a critical role in HR department and helps lead organizations to achieve desired business goals, and for employees, their individual goals.

HR strategical plan helps leadership team execute accurate and precise business strategical goals. It helps to prepare the current staff and also forecast required people to the organization in developing the right future managers. A good succession plan, by limiting interruptions, can make a drastic change in the structure and management.

Let’s see what helps in the drafting of an accurate HR strategy.

Identify Your Current Employee Strength
The primary step in an HR strategical plan is to identify your current employee’s knowledge, skills and the ability to contribute to the organization. Evaluate your employee strengths -education level, additional certifications, Interpersonal skills, ability to execute and defining their core strengths.

You can delve deeper into his career aspects to evaluate his alternative strengths beyond his job roles. For instance, if a current employee is a core sales person and he has the ability to influence others, online, through the digital marketing activities, you can identify these additional skills by increasing personal conversations with employee. It can be either formal or informal meetings. You can extend him a coffee or a dinner invite to maintain a personal relation and get to know more him better!

The more the information the better. It’s a good idea to note an employee’s strengths and skills, document all the required information like his CV, education history, key skills, certifications, projects, performances and more. It’s good to capture all the information of employee with his or her talents; even for employees, specially during appraisals, it is valuable to document their strengths.

Complete The Legal Requirements
Based on the organization requirement in filling the gaps, new talents are hired. When on-boarding a new employee, it’s essential to follow and fulfil the legal requirements in insuring the employee and business.

For example – A new employee may be hired as a full employee or like a consultant. A consultant needs to accept the terms and conditions on NDA and acknowledge the same by agreeing on the compensation and other terms.

An internal employee, who is hired, needs to complete the other formalities like submitting the previous documents, getting a clear idea on the health insurance policies etc.