Turning HR Strategy into Action
The HR Strategy can be a big issue. Many organizations have the HR Strategy and it is a really nice document, but they have no power to introduce changes and to successfully implement the HR Strategy into the practice of the organization.
The HR Strategy needs a broad consensus of the top management and management and they have to feel benefits from the implementation. Generally, they are very skeptical about the benefits from the new HR Strategy as they are usually satisfied with the current status.
The top management does not like big changes and the HR Management tends to introduce revolutionary changes, which have a strong influence on the performance of the organization. They can bring a significant performance improvement in the future, but it needs much time and many effort from the management team.
The HR Strategy is a long term activity and it should not be about the revolution in the organization. The HR Strategy is a good opportunity to show the innovation approach of Human Resources. The HR Management should start with simple procedures and policies to provide the management and employees enough time to get used to coming changes.
The HR Strategy covers a long period of time, usually 5 years and HR is not in a hurry to implement it. The HR Management should demonstrate the skills to show the sensitive approach and the HR Managers have to speak with their internal clients about the implementation of the HR Strategy and they have to link every new policy or procedure link to the HR Strategy as the managers are not lost in the process of the implementation of the HR Strategy.
The HR Strategy needs a sensitive approach and frequent discussions with the managers as HR Managers are sure about the buy-in from the management team and they can identify the issues before they come.
The HR Strategy needs a courage to bring changes from Human Resources. Just the HR can really stop the implementation of the HR Strategy, not the top management. When top management agrees, they just watch Human Resources and they do not need to be asked for the re-approval again and again. When the top management sees uncertainty from HR, they lose their interest in the new HR Strategy.
