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Strategic HR Plans Integrating People and Business
Written by: Donna FlaggArticle Overview: With so much changing in the world around us, it’s going to be hard to make assumptions about what we think we know as we try to plan for success in the year ahead. Our existing beliefs are being challenged like never before, our systems have been disturbed to the point of collapse and the status quo is more of a moving target than ever. That makes now a good time to start mapping out primary and secondary objectives along with major and minor initiatives for 2009. That is, if you haven’t already. But even if you have, it is also a good opportunity to be sure (or as sure as you can be) that your upcoming goals are clear, targeted and aligned to be mutually reinforcing and produce desired business results.
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Strategic HR Plans Integrating People and Business
With so much changing in the world around us, it’s going to be hard to make assumptions about what we think we know as we try to plan for success in the year ahead. Our existing beliefs are being challenged like never before, our systems have been disturbed to the point of collapse and the status quo is more of a moving target than ever. That makes now a good time to start mapping out primary and secondary objectives along with major and minor initiatives for 2009. That is, if you haven’t already. But even if you have, it is also a good opportunity to be sure (or as sure as you can be) that your upcoming goals are clear, targeted and aligned to be mutually reinforcing and produce desired business results.
But a note of caution: It’s easier to plan numbers, than to plan employee behavior. This means that time and effort should also be devoted to how you will achieve your goals at the same time that you are defining what those goals are. It’s where the soft, intangible side of business comes into play to offset, balance and complement the harder, more tangible side. Because while we can forecast sales and costs based on history, plan inventories and advertising to support one another, plot calendars, set objectives and establish headcounts, we can’t ignore the role that people play in the broader scheme of things. After all, it’s ultimately human talent and behavior that makes the grand plan work in the first place – or not.
Training, management and leadership skills, corporate communications and role modeling are all vital components for how businesses drive and shape behaviors to support the successful accomplishment of their goals. So after the numbers are set, start another round of planning by answering questions like:
1. Goals and objectives: What has to happen? Start at the end and work backwards.
2. Planning behavior: What does each individual or department need to do? Break down actions.
3. Provide roadmaps: How do we want our employees to accomplish this? Define expectations.
4. Link to the business: What will we do to support the efforts of our employees?
Align resources that invest in desired outcomes.
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Article Tags: behavioral objectives, business strategy, strategic HR plans
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About the Author: Donna Flagg RSS for Donna's articles - Visit Donna's website  Donna Flagg spent over 15 years in business before founding The Krysalis Group, a consulting firm specializing in management, marketing, training and sales and their respective relationships to business results. Her management career began in sales at CHANEL, and before branching out on her own, she spearheaded a new training function within the Investment Banking Division at Goldman Sachs. After earning a BA from Rutgers University and gaining experience on the front lines of Corporate America, Donna went on to attend New York University's Graduate School of Education where she obtained a master's degree in Organizational Development and Human Resource Management, and a post graduate degree in Business Education. She has also been a speaker at City University of New York (CUNY) and New York University through Stern Business School and Delta Pi Epsilon, a national honorary professional graduate society in business education and training. In addition, she speaks at various conferences including those conducted by The Business Leadership Network and The Conference Board, where she was also on the advisory committee for the Enterprise Learning Strategies Conference. For her communications expertise, Donna was invited to be a host at the Liz Claiborne Leadership Offsite to discuss branding during their "Progressive Dinner" event and more recently, a speaker at the Inc. Leadership Conference in Dallas, TX. Donna is the author of Surviving Dreaded Conversations and is blogger on Pyschology Today and The Huffington Post. She is frequently featured in the press for her workplace expertise in outlets including CNBC, the New York Times, WOR, and XM Satellite Radio. Donna currently sits on the Board of Directors of the Randy Foye Foundation where she actively participates in its mission to assist children and families in Newark, NJ. Click here to visit Donna's website   Tips on Creating Surveys to Measure Employee Satisfaction Management Technique Reverse Feedback Holiday Parties 101 Risks and Returns Creating Healthy Work Environments HR Department Basic Functions |
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New Study - Women prepare better business plans
- I found an article in Business Week and I found this quite interesting.
[quote:ka7lg35i]Who Prepares Better Business Plans, Men or Women?
A new study based on four years of data from men and women in a training program for microenterprises finds that they come out the same in quality scores. "However, women scored significantly better on the presentation of their plan to judges," conclude the study's authors, Ronald G. Cook, Paul Belliveau, and Christine Lentz of Rider University, in a paper presented at a recent meeting of the Small Business Institute. [/quote:ka7lg35i]
What do you guys think?
Different Hats
- CEO Sales & Marketing & Leadership Development Company
Strategic Vision 10
Alliances & Growth Strategies 10
Hiring & Managing People 8
Mentoring 8-9
Strategic Planning for Clients 10
Execution of Marketing Campaigns 9-10 (i have great people who do the nitty gritty)
Financial Management 9
Bookkeeping 3 (outsourced as I really hate the fine details like GST0
Administrative Follow Up 6-7 (again have great staff)
Writing & Publishing 9 (getting better all the time!)
Speaking 10 (so I have been told)
Self Promotion 9-10
Web development & Promotion 6-7 (learning more and have brought on players who are 10+)
Babysitting Employees (1 - wont do it, that's why I work so hard to hire and motivate the people I have)
Great topic Kevin!!
Jude
Re: Essential Leadership skills
- Vision
Values
Mission
Strategic Thinking
Decision Making
Communication
Team Bonding
People Development
Coaching / Mentoring / Guiding / Grooming
Presentation
Thanks
Robert
Business Innovation
- Hi Simon
If you can finish off the Business Plan and think about your strategic direction or how you are going to use your product to convince people it's a great idea, it will set the foundation for your programming project. You see, when you are looking for funding you will need a Business Plan and Strategic Plan that will convince companies to invest into your new idea.
Has anyone achieved this idea before using another industry besides health and fitness that you know of?
You should also design some mockups as a "preview" for your programming project. This will also help reduce your programming costs as everyone will know exactly what you want if you have detailed mockups already completed including any functionality you require.
Starting mockups for websites and software applications on paper is the best way if you're not a guru in graphic editing software.
My entry
- 1. The Best Business Books Ever: The 100 Most Influential Business Books You'll Never Have Time to Read
- this is a fascinating book about the history of Business theory, and I'd recommend it to anybody.
2. The Big Book of Small Business: You Don't Have to Run Your Business by the Seat of Your Pants, by Tom Gegax. Ditto.
3. PADI: The Business of Diving Book
Okay, so this book won't be of use to anyone who doesn't want to start a scuba store, but I did, and this book was of course invaluable to me in reaching that goal.
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