HR Strategy |
HR Strategy
 HR Strategy — where and when it is needed?
Imagine two different situations:
- The organization is either a very new or a very fast-paced business preoccupied primarily with its business objectives. There is no consistent HR strategy, either because the company has not been there long enough, or because this aspect has never been approached in an orderly fashion. Personnel appraisal is done with half an eye, motivation is geared towards individual employees rather than performance results, etc.
The company's executives are aware that they need a method to managing people. Yet, how do they put it together? Where do they start? In what direction should they be going? How do they coordinate between different parts of the system, between new practices and those already in existence?
- A large organization with many employees and many departments has a system of HR practices that has been taking shape over many years: systems of motivation and adaptation, personnel selection and promotion, KPI and much more. A lot of money and effort was invested into developing these instruments, but they are not fully coordinated and do not necessarily work towards the company's strategic goals.
The challenge before the company's management is to get maximum use out of the projects initiated at different times and within different departments, to build on the experience accumulated in the area of HR management and come up with the most effective solution.
In both cases the answer is the same — a functional HR strategy.
HR Strategy — how do you make the right choice?
HR strategy allows to examine all existing alternatives in the area of HR management and make the right choices as to:
- Whether the company should look to get ready workforce from labor market or «grow their own», training future leaders within the company?
- «Fine-tune» specialists or make them as versatile as possible?
- Out-source specialists or develop own resources?
- How to divide responsibility for personnel management between HR specialists and direct supervisors?
- How are all personnel management processes interconnected? Will performance results affect employee's base salary? What will be assessed during the appraisal, and how will the resulting ranking be connected with the system of motivation?
Our strategy
HR strategy is a product at the intersection of organizational design, corporate psychology, strategic planning, and change management.
There are not so many specialists in the world with expertise in all these areas. ECOPSY Consulting specialists are among those few.
In the past years we developed an approach that helps companies? management to re-think their HR practices in terms of priorities/ investments/ results, coordinate them with the business strategy, and build a system capable of supplying the company with a desirable number of desirable quality employees at any stage of business development.
How we do it:
- We review the existing HR practices.
- We develop the concept of refreshing the existing HR systems on the basis of the company's business strategy, corporate culture, and particular challenges before the HR department in the context of a particular business.
- We shape the strategy for managing people.
- We shape the strategy for the development of HR functions, including optimal design of the HR department.
- We train in-house HR specialists.
- We develop HR-KPI.
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