Get access to the exclusive HR Resources you need to succeed in 2018!
SHRM board member David Windley discusses how unconscious bias can derail workplace diversity efforts.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
At many organizations, senior executives create a strategic plan, only to have it sit on a shelf and gather dust. That leaves the organization investing time and resources in all the wrong places.
At other workplaces, there may be no strategic plan at all.
HR professionals can take a key role in shaping their organization's strategy and contributing to its future success because they know the workforce better than most, according to Michael Wilkinson, managing director of Leadership Strategies Inc. in Atlanta.
"We need to be at the table when strategy is designed. We need to be at the table when strategy is implemented," said Wilkinson, who spoke at a concurrent session at the Society for Human Resource Management 2016 Annual Conference & Exposition in Washington, D.C., on June 21. "But we have to prove we deserve that seat."
HR professionals can influence their organization's strategy by:
As a first step in developing a strategic plan, assess where the organization is today. Frequently, senior leaders have a great vision, but they don't have a clear and accurate picture of the organization's current status. They may see only the strengths or only the weaknesses, Wilkinson said.
Then, have executives create a shared vision of what they hope the organization will look like in the future. Encourage senior leaders with differing visions to debate once where the organization is going but then to agree to go in the same direction.
Another challenge is understanding what is critical to the organization's success. It may not always be obvious. What key conditions must be created to help the organization succeed? What are the barriers to that?
Next, identify the "drivers" within your organization. They are the people who can get things done.
"The drivers have to break through the barriers to get where we want to be," he said.
Finally, determine how the organization will monitor and measure its progress toward achieving its objectives.
Many strategic plans fail because organizations never get around to the monitoring phase, Wilkinson said. Some make the mistake of measuring activities instead of results. For example, an organization might say its objective is to hold two membership drives a year without stating how many new members it would like to recruit.
Another common mistake organizations make is confusing goals and objectives, he said.
A goal is a broad, long-term aim that defines the accomplishment of the mission, he explained, while an objective is the specific, quantifiable, realistic target that can help you measure whether you're accomplishing the goal.
Other top reasons strategic plans fail include inadequate planning and failing to include key people in the planning, he said.
Dori Meinert is senior writer/editor for HR Magazine.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies