Every day the Human Resources Administration plays a more important role in the development of a strategic plan within a company.
Remember that strategic planning within a company refers to the mission, objectives, goals, products to be marketed and marketing plans to be carried out, that is, the entire process that allows a company to establish itself within a market and be the best. However, this concept also has a place within the study of Human Resources (HR). This article, therefore, will explain how they are related and what is the importance in modern organizations.
There are three ways the HR department can support management in formulating and executing strategic planning:
Opportunities and external threats: HR management can give information about how the workforce is being managed in the competition, what are their compensation plans, their strategies for better positioning, etc. In addition, it provides information on labor legislation, insurance, health plans, etc. At this point, the management determines which projects could be imitated or which not to consider in the own company.
Internal strengths and weaknesses: If management wants to implement a strategy and employees are not properly trained, it will surely not work. Before making any decision, HR management helps establish whether employees can fully comply with the tasks that are to be assigned. In addition, it is of great help for management to know what the work environment is like within the organization to determine if the company's objectives are being met.
Execution of the plan: HR management must participate strongly in the execution of the company's strategic plan. The personnel department, for example, could provide important guidelines if there are employee reduction policies, performance incentives, employee training, etc. It should also be remembered that the purpose and fundamental purpose of a company is to satisfy the customer and for this reason having employees 100% committed to an organization, who never neglect the consumer, is a primary role for HR management.
A company that does not know its employees will fail in whatever strategy it wishes to implement
It should also be noted that personnel policies must come from and be consistent with the mission and basic plan of the company. A clear example would be that of a company that carries out training policies for its employees so that they improve their decision-making and joint effort, as well as correctly understand the client's needs, developing links with them and improving delegation of responsibilities.
As we could see, the previous one was a chain derived from a personnel policy that involves several strategies that finally reach customer satisfaction, the maximum objective of any company.
But for the success of a company, it is not necessary simply to have the collaboration of HR management, it must ensure that its decisions are the best and its functions are carried out efficiently.
To determine the above, senior management might ask what the role of HR management should be according to the strategy to be followed. Surely the role you should take is to contribute to the achievement of the objectives set by supporting the organization, to achieve efficient and effective use of all company personnel.
Next, senior management inquires whether the HR administration is fully complying with the aforementioned role, verifying its functions, the importance of these, how well they are being performed and if they need improvements, and how HR could be more efficient if it existed some fault.
As we could see, HR management plays a determining role when developing a strategic plan in a company. It is important, however, to carry out its functions in the best way to be in line with the goals and objectives that have been set to succeed.
