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How to Create a One-Page HR Strategy

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How to Create a One-Page HR Strategy
Orla Doyle
5 minute read
Talent Acquisition

Bring your HR strategy to life with a clear, succinct strategy that shows the true value and impact of the HR function and how it contributes to business success.

Human resource leaders distinguish themselves because they are exceptional at developing, articulating and executing a high-level strategy in a way that maximises business success. One of the primary challenges for HR leaders is to help organisational leaders understand and digest in simple terms, how HR and people strategy are a critical element that drives business success.

Download now: Your one-page HR strategy template and guide

Another challenge for HR leaders is to avoid the age-old trap of diving deep into strategy documents — long, technical documents that are rarely used in practice by people outside of the HR function. A one-page strategic plan is great tool to help HR engage business leaders in strategic business conversation by visualising the business model in a way that can be easily shared for collaboration across the organisation. From a one-page strategic plan, the narrative evolves simply with a clear route from idea to action.

So, the question is, how do you distil your HR vision into a one-page HR strategy that will help summarise, visualise and communicate the strategic plan? We have compiled a guide below in addition to a one-page HR strategy template that you can download and edit.

 

Capture your HR strategy on one page in 4 steps

Today’s disrupted HR conditions make it even more important for strategic plans to be clear, measurable and communicable. Key components include the following:

Step 1: Identify a few metrics or KPIs to describe the HR function’s current and target end state
Step 2: Document and track all key assumptions
Step 3: Identify key initiatives and targets required to move to the end state
Step 4: Craft a concise 1-line sentence that captures the essence of the HR strategy

 

Step 1: Identify a shortlist of metrics or KPIs to describe the HR function’s target state

First step is to collaborate with business leaders and other stakeholders to make sure you’re clear on the overarching macro-organisational strategy and goals for the year ahead. Following this, then identify the key metrics that relate directly to HR and achieving these stated goals.

We recommend tracking approximately 5-8 metrics to keep the plan easy to communicate. These could include desired retention rates, labour turnover rates and successor coverage rates.

Step 2: Document and track all key assumptions

Incorporate assumptions developed during initial scenario planning to better understand which of these relationships are highly reliable “truths” while others represent highly uncertain challenges that may be difficult to control or predict. Make sure the assumptions are solid, with quantifiable levels for tracking, and frequently track the assumption thresholds to watch for advanced warnings of a potential breach. A breach of one of these assumptions would trigger an urgent strategy direction correction.

An example of this for the coming year could be “Budgets for reward packages will increase in line with inflation (5.1%) for the coming year.”

 

Step 3: Identify key initiatives and targets required to move to the end state

At the core of your HR strategy will be the select key initiatives that drive focused but validated planning for the year ahead.

We recommend that these key initiatives should:

·         Represent your agenda to direct the business, not just run the business

·         Seek to create value in line, and complimenting the overall organisational strategy and business trajectory

After specifying the key HR initiatives, set criteria and dates for key target milestones and goals for completion.

An example of this could be: “Embed remote working and provide employees more flexibility given challenging work conditions post C19”.

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Step 4: Craft a concise 1-line sentence that captures the essence of the HR strategy

Can you boil down the HR approach and strategy into one sentence? By boiling strategic planning down to only to the necessary elements and specific parts, you’re taking a waste-free planning approach. It enables a powerful and memorable summarisation tool for any presentation to stakeholders.

We recommend creating a statement to surmise the essence or core elements of a strategy, strive for a single aspirational sentence —be willing to sacrifice conciseness for clarity.

In summary

A high level, one-page strategic plan for HR can be a game changer when it comes to communicating the overall strategy succinctly to business partners all across the organisation. Looking for a sample template to tweak for your business? Download your one-page HR strategy template and guide here.

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About Occupop

Occupop is a beautifully simple recruitment software / ATS System that helps your HR team focus on the work that matters with its intuitive design, features, and integrations which remove cumbersome learning curves, makes it accessible to everyone at work and saves hours of tedious HR admin work. If you think Occupop could be a good small business recruitment software solution for you, feel free to try it out with a free 14-day trial.

 


Summary Points

How to Create a One-Page HR Strategy

Step 1: Identify a few metrics or KPIs to describe the HR function’s current and target end state

Step 2: Document and track all key assumptions

Step 3: Identify key initiatives and targets required to move to the end state

Step 4: Craft a concise 1-line sentence that captures the essence of the HR strategy


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