HR strategic plan
Template
The HR Strategic Planning Template is designed to develop a strategic planning for human resources. Its phases are composed of fields of data collection, analysis of information and creation of new strategies that will support the development of the plan.
Template structure
See how this template is structured. As this is just an example, you can customize it.
Start form
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1. HR manager
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2. Development team
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3. Development start date
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4. Plan will be related to which year?
Plans to develop
Here are all the plans that need to be developed.
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1. Why is this strategic plan being developed?
Company data
At this phase, some important information about the company is described.
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1. What are the company's main goals and objectives in the short term?
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2. What are the company's main goals and objectives in the long term?
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3. What are the company's main difficulties?
HR background
Here we evaluate the HR strategies’ current situation.
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1. How many employees does the company have right now?
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2. What is the current HR planning and analysis strategy? What are the results?
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3. What is the current equal employment opportunity strategy? What are the results?
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4. What is the current staffimg strategy? What are the results?
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5. What is the current HR development strategy? What are the results?
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6. What is the current employee and labor-management relations strategy? What are the results?
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7. What is the current compensation and benefits strategy? What are the results?
SWOT analysis
Identifying the company’s strengths, weaknesses, opportunities, and threats.
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1. Strengths
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2. Weaknesses
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3. Opportunities
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4. Threats
HR planning and analysis
HR planning and analysis activities have several facets. Through HR planning, managers attempt to anticipate forces that will influence the future supply and demand for employees.
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1. Based on previous analysis what are the new HR planning and analysis strategy's goals and objectives?
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2. Which KPIs will measure performance to achieve these goals?
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3. Develop an action plan to achieve the desired results.
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4. Brainstorm possible future implications that may hinder the achievement of the objective.
Equal employment opportunity
Compliance with equal employment opportunity (EEO) laws and regulations affects all other HR activities and is integral to HR management.
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1. Based on previous analysis what are the new equal employment opportunity strategy's goals and objectives?
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2. Which KPIs will measure performance to achieve these goals?
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3. Develop an action plan to achieve the desired results.
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4. Brainstorm possible future implications that may hinder the achievement of the objective.
Staffing
The aim of staffing is to provide an adequate supply of qualified individuals to fill the jobs in an organization.
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1. Based on previous analysis what are the new staffing strategy's goals and objectives?
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2. Which KPIs will measure performance to achieve these goals?
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3. Develop an action plan to achieve the desired results.
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4. Brainstorm possible future implications that may hinder the achievement of the objective.
HR development
Beginning with the orientation of new employees, HR training, and development
also includes job-skill training.
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1. Based on previous analysis what are the new HR development strategy's goals and objectives?
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2. Which KPIs will measure performance to achieve these goals?
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3. Develop an action plan to achieve the desired results.
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4. Brainstorm possible future implications that may hinder the achievement of the objective.
Employee and labor-management relations
The relationship between managers and their employees must be handled effectively if both the employees and the organization are to prosper together.
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1. Based on previous analysis what are the new employee and labor-management relations strategy's goals and objectives?
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2. Which KPIs will measure performance to achieve these goals?
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3. Develop an action plan to achieve the desired results.
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4. Brainstorm possible future implications that may hinder the achievement of the objective.
Compensation and Benefits
Compensation rewards people for performing organizational work through pay,
incentives, and benefits.
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1. Based on previous analysis what are the new compensation and benefits strategy's goals and objectives?
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2. Which KPIs will measure performance to achieve these goals?
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3. Develop an action plan to achieve the desired results.
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4. Brainstorm possible future implications that may hinder the achievement of the objective.