HR Organization and HR Strategy

The HR Organization and the HR Strategy are closely connected together as the HR Organization should allow the HR Strategy to be implemented. It is easily said, but it is hard to implement, when the employees are not used to be flexible enough to be moved among the teams in Human Resources.

Human Resources should be the first unit in the organization demonstrating the flexibility to others. The employees should rotate and none of employees should keep the job position for more than 3 years. The HR Employees should be the universal soldiers, but even the best practice does not work like that.

The HR Management has to think about the HR Organization before the communication of the HR Strategy as the HR Organization has to be adjusted to the needs generated by the HR Strategy. The employees in Human Resources are clever and they will find the gaps in the HR Organization quickly without any communication. The HR Managers have to agree the adjustments in the HR Organization Structure before they open the HR Strategy as it is a major risk to the successful implementation and the risk is fully in hands of the HR Managers.

The HR Managers have to estimate the impact of the implementation of the HR Strategy on the HR Front Office, HR Back Office and HR Centers of Excellence and they have to make a rough estimate for the FTEs needed in the areas and they have to present to HR employees the Action Plan to meet the demands of the HR Strategy. The clear plan to fill the vacancies and the plan for the shifts has to be presented as the employees feel the chance to make the career step. Maybe, some employees will leave the organization, but most of them can find a new exciting job opportunity inside the organization and they can be fully participating on the implementation of the HR Strategy.