The HR Strategy is an important unifying item in Human Resources. The employees love to work, when they understand, what is the goal of their effort. And not just the goal of the day, but when they understand the whole concept, they can support it and they can find their own improvements every day. The managers can expect the improved services with an exact time line and they can be patient.
The HR Strategy development is a good opportunity to analyze the current status of Human Resources in the organization. As the team prepares the analysis of the HR Processes, measures the processes and prepares the internal HR SWOT analysis, the HR Manager has a perfect overview of the HR Function in the organization.
On the other hand, the HR Manager has to invite the most important internal clients to participate in the preparation of the initial HR analysis. The internal clients usually appreciate, they are invited and they can influence the final result as they see the HR internals and they can expect to see the successful implementation at their teams.
The HR Strategy can unify the HR team, when everyone is respected and the people are pushed to respect the rules of the game. No one can be more important, all the ideas have to recorded and they have to evaluated during the team meetings as the employees can see how important they are. It can be extremely demanding, but HR Strategy needs a support from the HR Team and this is a major benefit of the joint preparation.
The HR Strategy should be presented to managers from different units in the organization and they can contribute to the process of HR Strategy development with the useful feedback. The HR Managers should welcome the feedback and the main messages should be fully incorporated into the HR Strategy as the managers can see their contribution was not useless.
The managers from other units can enrich the HR Strategy as they work with their employees every day and they can have useful ideas and tips from them. The employees in the organization have many friends in the external world and they usually speak about their jobs and HR Policies and HR Procedures are always a good topic for a small talk.
Finally, the written HR Strategy helps to the management of HR to monitor the implementation and the progress in the individual initiatives. The HR Strategy has to be divided into the individual yearly KPIs (and the balanced scorecard, when the HR Strategy is complex) and the management can easily report the progress to the rest of the organization.