Writing a HR Strategy with a difference.
Here at Achibé, we’re going to do something that’s never been done before.
With your help, we are going to write the definitive guide on how to design a winning HR Strategy. The process, the tools, the templates, the guidance, all in one place.
Above all, we will incorporate the latest and most innovative creative problem solving techniques that we can find so you’ll have options. Options that as a result, you will be able to evaluate your business environment as a starting point. Then you will have the patience and confidence to spend more time understanding your people challenges and finally, you have the skill and ability to create a HR strategy that is credible and loved by your CEO.
We have bold ambitions to remove the criticism directed at HR as a practice. Criticisms that say that we don’t know how to prepare the business for future developments, that we can’t write HR strategies that are aligned to the business strategy and that we cannot analyse data in the right way to identify patterns, trends and therefore inform on potential solutions.
Every fortnight, we’ll publish some useful hints and tips connected with HR strategy design, all you need to do is subscribe to our blog.
Even better, because you are an early adopter (i.e. you’ve found this before everyone else), you get to benefit from the definitive guide on HR Strategy Design Toolkit completely FREE. No catches and no follow up calls to try and sell you anything. We don’t want to know where you work and you don’t need to tell us how people are in your organisation.
Our mission is to make your life easier and collectively, start a movement: How HR Got Its Groove Back.
You’ll love our HR Strategy Design Toolkit if you’ve been:
Criticised in the past for producing a HR strategy that isn’t aligned to the overall business strategy.
Sometimes you feel like:
- There should be clearer advice out there to help you create a well thought out HR strategy that gets the buy in from your employees, team and your CEO.
- You might have started with what you thought were the right initiatives, but somehow they haven’t produced the results you hoped for. Now you’re stuck as to what to do next.
- You can’t magically conjure up actionable objectives that solve your people challenges so your frustrations are stifling your ability to take a step back and evaluate the problem before coming up with the solution.
- The data you have access to is vast and overwhelming and you don’t know how best to organise it so you can look for insights to inform your next steps.
- There is plenty of guidance out there as to why you should have a HR Strategy that is aligned to overall business strategy, but actual guidance on how to do this is thin on the ground. Or found in HR textbooks with four hundred and sixty three pages (not including the glossary or reference section).
- Your CEO or the board are not listening to your views, your insights and your solutions.
Frustrated by the unproductive planning process. A planning process that sees departments creating separate plans that just get rolled into one business strategy.
You’ll have experienced situations where:
- You and your team are holed up in what feels like a dark room and you somehow have to create a HR strategy out of thin air.
- Your starting point is what happened the year before so you can use that as a base line to decide what to ‘roll over’ into the new plan and what to abandon.
- Your planning process is internally focused, with little consideration to what’s going on in the macro and micro economic environment.
- None of your team knows what macro and micro economics actually means.
- Each department tries to secretly outdo each other with coming up with their own strategy plans that looks good but makes little difference in driving progress and ultimately results.
- You exchange late night text messages with other board members asking ‘have you done yours yet?’ breathing a sigh of relief when you realise you are not the only one who is lagging behind.
Written HR Strategy plans that were fantastic in their ambitions but a let-down in their delivery:
You’ve seen HR strategy practices that:
- Were bold in their aspirations but failed miserably to deliver the expected results. You might have even declared that is the ‘best HR strategy you’ve done to date.’
- Focused a lot of time in building detailed documents in the hope that this demonstrated an ability to have a good grasp of the issues at hand.
- Spent more time discussing the plan, deciding who was going to do what part, changing the font and formatting images than actual analysis of the business environment, the challenges and the data available.
- Started off with a ‘steer’ from the CEO, which was then duly taken into account when producing the HR strategy. To be then taken aback when said CEO criticises the strategy for lacking ‘imagination’ and offering ‘nothing new’.
- Try to do too much.
- Try to do too little.
- Have been written with little or no input from other departments.
- Focus more on the ‘what’ and neglect the ‘how’, the ‘when’ and the ‘what happens next.’
- Focus on ‘getting the basics’ right. Which is a phrase you deeply dislike as it’s used every year. For the past five years.
HR Strategy Design Toolkit will help you successfully…
Understand how to analyse the environment your business operates in.
You’ll be able to organise information and data from multiple sources in such a way that makes it easier to see emerging patterns or areas that need further investigation. As a result, you are more likely to feel more confident in your suggestions, knowing you have taken a broad view coupled with relevant data to back up your arguments.
Leverage the insights and enthusiasm of your team and key stakeholders
Give your team the tools to overcome their reluctance in asking questions that they may worry is outside of their remit. Give other departments permission to contribute to your strategy plan. If it is seen as ‘ours’ rather than ‘theirs’ you have got their buy in before the document is even produced.
Encourage those that are super curious about what’s happening in the outside world. If they know about and comment on future developments, competitor analysis, industry insights, encourage that. Leverage their insights and make them feel part of the plan.
Align your teams
Avoid wasting time with initiatives that are based on previous experiences and instincts backed up with a bit of data.
Instead, relentlessly seek to understand the problems before you rush to come up with the solutions. Borrowing techniques for innovation and design thinking, you will be able to come up with hypotheses that underpin your ideas and test them, to reduce any wasted effort and resources. You can still have bold ambitions that you are able to quickly test without taking up lots of time and effort. Your way of evaluating problems can easily be shared with other departments, it’s not just for HR, so it’s a win-win situation.
Minimise the risk of developing poorly thought out initiatives.
We want you to be excited about writing your strategic HR documents. Proud of the thoughtful analysis you have gone through to make sure you have focused on realistic solutions to problems that have been thoroughly evaluated.
Whilst it might not guarantee a quick fix, it does wonders to restore your credibility with the board and ignite a sense of enthusiasm and excitement with your team. For that reason alone, following the HR Strategy Design Toolkit© won’t be a waste of your time.
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