Human resources strategy: 5 primordial phases in 2025

Every year, human resources management must think of a new strategy to be more efficient. To do this, it is important Re -evaluate the approach chosen for the strategic management of human resources.

The implementation of A Human resources strategy Solid will be the key to the success of the year, even in a context of uncertainty as a health crisis.

What is a strategy for human resources? What are the steps to follow to develop a human resources strategy? We give you the answers in this article.

How to define a strategy for human resources?

The human resources strategy offers A (long term) vision on strategic orientations Let it be necessary to adopt in associated activities for general services and issues relating to human resources.

Aims to optimally promote the development and general evolution of employees with the aim of increasing the company’s competitiveness.

The human resources strategy allows you to create strong links between processes, people, functioning and culture of an organization.

The latter can more easily achieve its objectives thanks to it.

The human resources strategy includes all the elements included in the life cycle of an employee.

In particular, incorporates onboarding, training, performance management or compensation.

The human resources strategy is at the service of the lasting growth of the company and its services.

The Gpec (temporary management of jobs and skills) is one of the main axes on which human resources managers work every day.

Its goal is to have a good knowledge of current employees and future needs.

This is clear to clearly define the evolution and progression of each team.

For this, it is essential to formalize all the points that will build the corporate strategy and measure the impacts of the human resources that can derive from it.

Note: The human resources strategy differs from human resources policy but are closely linked. The policy of human resources is A series of procedures and practices that aim to frame the management of human resources. It is essential for the operation of a company. Like HRD, it will allow you to promote the performance and development of employees.

What are the steps to follow to set up a human resources strategy?

The goal of this approach is to organize and structure your reflection.

To start, it will be necessary to provide a dedicated program and identify the adapted actors, able to draw the necessary scenarios (strategic committee, management, experts, managers, etc.).

These people must write ideas together to give them the body and therefore limit interpretations.

Once the scenarios are identified, it will be possible to start a reflection on the ability and interests of the company to engage in each of them.

The objectives of the strategic planning of human resources

Strategic planning of human resources has 3 main objectives. Therefore, the organization must:

• Have the human resources necessary to achieve strategic objectives and implement operational plans;
• Know the economic, social, technological and legislative tendencies that can have an impact on human resources in the sector and in the region;
• Demonstrate flexibility on slightly difficult passages to quickly make changes in case of unexpected events.

The phases of a strategy of human resources

The process of implementing a human resources strategy generally includes 4 steps:

• The study of current human resources skills;
• Provide for future needs of human resources;
• Analysis of the gap;
• The development and implementation of human resources strategies, with organizational strategies.

1. The study of current human resources skills

This is the first step in Strategic planning process of human resources. It consists in evaluating the current ability of human resources, based on the strategic plan of the organization.

Therefore, the goal is to identify the skills and knowledge of each staff.

We can establish an inventory of the skills of all employees, for example, using a point of reference for skills or a mapping of skills.

The inventory must take into account all the skills shown, in addition to the skills necessary for a position.

It will also be necessary to notice the certificates obtained, the level of education and the acquired training.

Thanks to this evaluation, we can determine if a person is ready to take responsibility and therefore know their career plan.

2. Forecast of future needs of human resources

The second step is to provide for future human resources more or less. This will depend on the strategic objectives of the organization.

To process a realistic forecast of needs, it will be necessary to carry out an evaluation of the demand and demand.

The following questions should be asked.

How many people do you need to achieve our strategic goals? What are the posts to be filled? What are the skills necessary for these positions?

It will be a matter of evaluating the challenges that the organization will have to face for the recruitment of the staff. In addition, it is also necessary to take into account the external environment.

Manager must identify the impact of the external environment on Needs of the company’s human resources.

3. Analysis of the gap

The third step is to measure and analyze the gap between the current situation of the company and the desired situation in the future.

It will therefore be necessary to study the company’s human resources management practices up close.

This in order to identify those who could be improved and those who could be established to move towards progression.

Consequently, officials will have to examine the file by evaluating the different needs:

• The positions to be created,
• the necessary skills,
• the number of managers and supervisors,
• the number of employees with the skills required,
• and the Update of current human resources management practices.

4. The development and implementation of human resources strategies, with organizational strategies

There are different types of human resources strategies that a company can adopt to allow its internal organization to meet its future needs:

• Renovation strategies: if within the assessment framework, we note that the skills are in abundance, corrections will be necessary. Depending on the case, human resources can, for example, rectify filming by reducing the workforce, creating relevant positions (thus bringing together tasks) or reorganizing the work units for better efficiency.
• Training and professional development strategies: they include training for employees so that they can carry out new tasks. On the other hand, the possibilities of professional development must be created so that the professional is preparing to occupy his possible future positions.
• Recruitment strategies: include the hiring of new employees who have the skills and skills that the company needs. They also consist of studies on all the options available for the company for a strategic promotion of new positions and which can encourage new candidates to apply.
• Improvement strategies: they consist in facing certain tasks to organizations or people outside the company.
• Collaboration strategies: it is always interesting to collaborate with other companies to better face the lack of qualified work and subsequently meet the needs of various skills.

Implementation of a strategic plan for human resources

It will be necessary to implement:

• Acceptance of the plan;
• Communication the;
• Verification of legislation and mandate;
• Organizational needs;
• Assessment.

Depending on the type of structure, you can also follow the following steps to set the Human resources strategy of the company.

This is the definition of traces of development, the analysis of the traces to be priority, the prediction of impacts on skills and the workforce and the implementation of an action plan for human resources.