Human Resource SWOT Analysis
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Pre-Employment Profile Assessments - By Dinah Bailey
With many smaller sized organizations not having a full-time in-house Human Resource representative, the choice may be to outsource this function to an HR Consultant. Choosing to go this route is a wise investment. But how does one know where to start in terms of the organization's human resource requirements? Well, complete a S.W.O.T. Analysis, of course! S.W.O.T. Analyses have been conducted by many organizations over the years. What's it stand for? S.W.O.T. is a tool used to understand an organization's:
- Strengths - focusing on the elements that make the organization what it is
- Weaknesses - minimizing/correcting areas that leave the organization vulnerable
- Opportunities - maximizing prospects and valuing change
- Threats - ensuring awareness of risks or perils to the organization
Making It Work...
An individual can complete a S.W.O.T. Analysis on their own but it is recommended to involve as many people as possible in evaluating these criteria. It's recommended that two S.W.O.T. Analyses be conducted - one with management and one with employees. The cross referencing of feedback from management and employees may reflect differing opinions and perspectives. In a larger organization, perhaps more than 30 employees, it may be beneficial to select a couple of people from each department to participate in the process to assist in keeping the group focused.
So what are the next steps in completing a S.W.O.T. Analysis on the HR requirements?
Consider the following questions:
- What practises/policies are already in effect and working efficiently?
- What practises/policies are not working well and need to be reviewed?
- What trends are occurring in hiring, employee retention, technological changes, government regulations, etc?
- What does the organization offer employees that the competition doesn't?
- What does the competition offer their employees?
- What is the opinion of customers, suppliers or vendors when they interact with employees and management?
- Do the HR weaknesses leave the organization vulnerable to employee relations issues, voluntary resignations, succession concerns, etc?
- What do employees have to offer in the way of skills and qualifications?
- Are the right people in the right roles?
Put the Results to Use...
An outsourced HR Consultant will work with the groups to record responses and then openly discuss the results with the parties involved. The next step is to work through each point made, prioritize and rank them. Then determine what can be done to maximize the Strengths and Opportunities and minimize the Weaknesses and Threats. Evaluate and assign a level of importance from 1 to 10 to aid in creating action plans for each item, delegating responsibilities for each. Regular follow up by the HR Consultant and management on the progress of each item is critical, remembering to maximize all resources during the process. It's important to review these areas on a quarterly basis to re-asses and create new action plans if necessary.
S.W.O.T. Analysis can assist in identifying areas of weakness and potential threats to the organization's HR. Therefore, be honest and realistic in determining each element - deal with the weaknesses and threats head on rather than avoiding them. There's no point in finding out later that the competition is ahead of the game because complete honesty wasn't applied to the process. It's better to be realistic now than having to face the pitfalls later on. When considering the opportunities, take a look at what is occurring today as well as what could occur in the near future.
When determining the Strengths, Weaknesses, Opportunities and Threats of the human resource needs, consider where the organization is in terms of the following:
- Employee and management hiring/retention levels
- Economic and market changes
- Physical working environment
- Technological trends and changes to the industry
- Government regulations and political changes
- Customer satisfaction
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Pre-Employment Profile Assessments - By Dinah Bailey
About the Author: Dinah Bailey
RSS for Dinah's articles - Visit Dinah's website
HR ByDESIGN provides real time Human Resources support, guidance and expertise for small to medium sized organizations that haven't yet reached the demand point of requiring a permanent or full time human resource person or team. As well, we supplement and compliment existing HR teams when additional collaboration is required.
By outsourcing Human Resource services, our clients continue to focus on achieving their organizational and business goals while HR ByDESIGN effectively manages the HR functions. HR ByDESIGN's mission is to provide complete client-focused human resource solutions. We are committed to continuously bringing the best level of customer service to our clients and their employees while providing effective human resource outcomes.
Dinah Bailey is the principal of HR ByDESIGN. Dinah began her career in the human resource field over 12 years ago where she specialized in recruitment and customer service. As she progressed in this industry, she expanded her knowledge and expertise to other roles such as Career Consultant and HR Advisor. Her working experience with smaller sized organizations has granted her the understanding and appreciation of what it takes to efficiently streamline human resources in small to medium sized organizations.
Dinah is an honours graduate of Sheridan College's Human Resource Management program and is a CHRP Candidate as established by The Human Resources Professionals Association of Ontario (HRPAO). The HRPAO is a recognized leader for the human resource profession in Ontario and Dinah has been a member in good standing since January 2003. She has also been recognized for her outstanding contributions to work place excellence through Alberta Venture's E-Awards, Quality of Working Life.
For more information on how to capitalize on your organization's Human Resource requirements, contact us today to arrange for a complimentary consultation. Telephone: 905-452-8813 Email: email@example.com
Click here to visit Dinah's website.
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