Strategic Planning
In this piece of knowledge we will make you aware about Strategic planning in companies its Importance role of HR and benefits.
Planning is the preparation to execute something, based on methods (or strategies) capable of achieving a certain objective .
In companies, strategic planning represents a set of actions and measures to achieve the expected results.
The intention is that these measures provide enough elements to hit the business target.
In addition, it is during strategic planning that companies outline objectives, listing the means and resources to achieve them.
Furthermore, the objectives are essential in this process, as they will guide the organization and its employees.
To make strategic planning , management must consider internal and external factors. The main ones are:
- the market scenario;
- organizational conditions;
- the services you intend to offer;
- the audience (customers) you want to conquer.
But strategic planning is not just about elaboration.
After structuring it, it is necessary to present it to employees and managers, monitor its execution and, when necessary, reformulate its guidelines .
Importance of a company’s strategic planning
Anyone who thinks that only large organizations carry out strategic planning is wrong.
On the contrary, small businesses can (and should) use the tool to achieve better results as well.
Planning actions strategically allows for increasing the effectiveness and efficiency of processes. After all, there is a direction guiding the actions, which is why planning is so important.
Thus, when well designed, executed and fulfilled, the chances of success are greater.
In summary, good strategic planning has the following phases:
- detailed study of the operating segment;
- analysis of market needs, internal and external resources;
- definition of strategies;
- evaluation of the methods used;
- performance monitoring and correction of any deviations.
The role of HR in the company’s strategic planning
Fundamental — this is how we define the responsibility of the Human Resources sector in the strategic planning of a company.
The explanation is simple. To work, what was planned needs to be supported by everyone in the organization .
Therefore, the engagement of employees , managers and leaders is essential to achieve the outlined results.
People management connects teams and helps leaders. After all, without the help of subordinates, no plan will go out of place.
Therefore, business management needs the participation of HR in the preparation of strategic planning.
Thus, from the initial phase of the plan, actions can be traced based on data from the human resources sector and foreseeing actions aimed at the organizations’ greatest asset: people.
Thus, HR needs to assume its role in front of the company and employees, especially to motivate teams to follow the organizational objectives.
6 benefits of alignment between HR and the company’s strategic planning
The greatest benefit of a well-structured strategic planning is the efficiency in achieving goals and results.
The role of the HR department in the company’s overall strategy begins when the sector is aligned with the organization’s management.
From there, HR can work together with directors and other leaders in various activities that are important for the development of the business.
Let’s talk about some of them now!
1. Attraction of Talents
HR is responsible for promoting the attraction and retention of talent.
During recruitment and selection , people management seeks to identify professionals with skills, aptitudes and aggregating experiences.
So, as responsible for recruiting the ideal candidates, the HR department needs to know where and how to find them.
But not only that! HR also needs to be able to see and anticipate the demands and needs of the company in relation to new professionals.
Thus, when the sector participates in strategic planning, the organization can jointly define more effective actions to anticipate needs and structure the attraction of top professionals .
As a result, the right hires reduce turnover rates and gain engaged and satisfied employees.
2. Engagement and Communication
A company’s strategic planning must not neglect internal communication .
After all, it is one of the factors that allows the smooth development of processes and avoids unnecessary delays or interruptions caused by a lack of dialogue.
When the organization does not have a specific sector to handle internal communication, it is up to HR to perform this role.
Either with traditional tools (bulletin boards, internal newspapers, among others) or digital (newsletters, emails or applications).
That’s because the management needs to keep employees up to date with what happens in the company, encourage goals to be achieved, disclose strategic changes and pass on any other information that is relevant.
On the other hand, employees also need a communication channel with management.
In addition, HR is the biggest source of data on these professionals. The department keeps the management updated on the status of employees and also provides the necessary information for the creation of internal plans.
Therefore, its alignment with the company’s strategic planning is essential for communication to flow efficiently and for employees to remain engaged in projects and actions.
In addition to all this, HR also contributes to a company’s strategic planning by providing data and proposing actions to engage and retain talent, strengthening the organizational culture and employer branding.
Gradually, employees become partners of the business and true ambassadors of the employer brand , helping the company more actively to achieve its goals.
3. Training and Development
Recognizing the strengths and those to develop in employees is also part of a company’s strategic planning.
This makes it possible to organize management to implement possible methods for developing employees .
Strategic planning must provide for the training of employees so that they are trained in time to meet the needs of the position, activity or changes in general strategy.
In this sense, people management can provide important support regarding the need for training and courses , helping to anticipate demand and make decisions.
Thus, when identifying deficiencies in a sector or team, for example, HR can propose courses, lectures and activities to train and develop employees.
4. Positions and Salaries Policy
Every professional wants to develop and grow in his career, preferably with more attractive salaries and being valued.
In this perspective, people management is responsible for developing job and salary policies , including promotions, restructuring and rewards.
When preparing the strategic plan, leaders can obtain information about positions and salaries from HR.
At this point, the need for policy restructuring or adjustment can be identified.
Also in the strategic planning phase, actions can be drawn up for data collection and adjustments to the position and salary policy, in accordance with the organizational objectives.
So, there is another benefit of HR participation in setting medium and long-term goals.
5. Knowledge Management
Managing knowledge in a company means directing high-performance professionals to areas where their skills will be better utilized .
In this way, talents effectively contribute to the efficiency of processes and results.
But this is not the only benefit of knowledge management. This strategy also allows the sharing of relevant experiences and information between teams.
It is a circular and continuous process, beneficial to everyone, which is why it is important to align it with the company’s strategic planning.
6. Budget Planning
All strategic planning involves issues related to the budget and HR can also contribute to this issue!
An example of the importance of aligning HR with budget planning is: each time an employee is hired or dismissed, a new investment is made.
And HR has a very important role to be the spokesperson for this information and its numerical details to the management.
This is because the sharing of this type of information contributes to the company’s expenditure forecasts and, therefore, it is essential for the development of good planning.
Finally, it is based on budget alignment that the organization manages to delimit expenses, manage investments and achieve financial health .
In this sense, with the resources used in a rational way, the company and HR can invest in actions that are really necessary to achieve the best results.
