Introduction to the HR Strategic Plan:

As an HR department, you’re responsible for developing, recruiting and retaining the right employees to meet the needs of the company’s long term plans. 

To do this, you need an HR strategic plan. 

The HR Strategic Plan is a tool to help businesses align HR capabilities with organizational goals.

Process Street, has developed an all-singing, all-dancing HR strategic plan framework for you to use.  

It will help you analyze your current HR capability and predict your future HR needs. It will find the gaps between your current capability and your future needs, and it will determine how to fill those gaps and ensure alignment with company goals.  

Process Street is super-powered checklists. It’s the easiest way to manage your recurring tasks, procedures and workflows. Create a template and run individual checklists for each member of your team. You can check tasks off as you work through them, set deadlines, add approvals, assign tasks, and track each team member's progress. You can also connect to thousands of Apps through Zapier and automate your workflows even more.

Complete checklist information

Complete the checklist information in the fields below.

Review Company Background:

Describe the HR departments mission and values

Describe the company mission statement and the company values in the fields below. 

Describe the current organizational environment

Answer the following questions to describe the current organizational environment. 

Analyse HR Capability & Requirements:

Describe future HR needs

Answer the following questions to describe the future needs of the HR department

Overview of Organizational Goals 

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Describe current HR capabilities

Answer the following questions to describe the current capability of the HR department. 

Describe the strengths and weaknesses the HR department currently have: 

Identify 6 gaps between future needs and present capability

Compare the future HR needs against the current HR capabilities and identify six significant gaps.

Select which departments need HR support to fill this gap and describe what HR support can be given to help that department. 

If you have identified more than six gaps, you can add more to your checklist by following these instructions

If you have more /different areas of the business than those included in the multi-select drop-down, add/change these by following these instructions.

Gap 1
  • 1
    Sales
  • 2
    Marketing
  • 3
    Product
  • 4
    IT
  • 5
    Finance
Gap 2
  • 1
    Sales
  • 2
    Marketing
  • 3
    Product
  • 4
    IT
  • 5
    Finance
Gap 3
  • 1
    Sales
  • 2
    Marketing
  • 3
    Product
  • 4
    IT
  • 5
    Finance
Gap 4
  • 1
    Sales
  • 2
    Marketing
  • 3
    Product
  • 4
    IT
  • 5
    Finance
Gap 5
  • 1
    Sales
  • 2
    Marketing
  • 3
    Product
  • 4
    IT
  • 5
    Finance
Gap 6
  • 1
    Sales
  • 2
    Marketing
  • 3
    Product
  • 4
    IT
  • 5
    Finance

Formulate the Strategy:

Formulate gap strategies for the 6 areas identified

Analyze each gap identified in task 9, and formulate a strategy for filling that gap. 

Gap strategy 1

Gap description: {{form.Describe_Gap_1}}

Areas that need HR support:{{form.Describe_the_identified_area/s_of_the_business_that_need_HR_support_to_fill_Gap_1}}

Type of HR support needed: {{form.What_HR_support_is_needed_to_fill_Gap_1?}}

Gap strategy 2

Gap description: {{form.Describe_Gap_2}}

Areas that need HR support: {{form.Describe_the_identified_area/s_of_the_business_that_need_HR_support_to_fill_Gap_2}}

Type of HR support needed: {{form.What_HR_support_is_needed_to_fill_Gap_2?}}

Gap strategy 3

Gap description: {{form.Describe_Gap_3}}

Areas that need HR support: {{form.Describe_the_identified_area/s_of_the_business_that_need_HR_support_to_fill_Gap_3}}

Type of HR support needed: {{form.What_HR_support_is_needed_to_fill_Gap_3?}}

Gap strategy 4

Gap description: {{form.Describe_Gap_4}}

Areas that need HR support: {{form.Describe_the_identified_area/s_of_the_business_that_need_HR_support_to_fill_Gap_4}}

Type of HR support needed: {{form.What_HR_support_is_needed_to_fill_Gap_4?}}

Gap strategy 5

Gap description: {{form.Describe_Gap_5}}

Areas that need HR support: {{form.Describe_the_identified_area/s_of_the_business_that_need_HR_support_to_fill_Gap_5}}

Type of HR support needed: {{form.What_HR_support_is_needed_to_fill_Gap_5?}}

Gap strategy 6

Gap description: {{form.Describe_Gap_6}}

Areas that need HR support: {{form.Describe_the_identified_area/s_of_the_business_that_need_HR_support_to_fill_Gap_6}}

Type of HR support needed: {{form.What_HR_support_is_needed_to_fill_Gap_6?}}

Determine the priorities

Looking at all your gap strategies, answer the following questions to determine the priorities for the HR department. 

Overview of Gap Strategies

Gap strategy 1.
{{form.Gap_strategy_plan_1}}

Gap strategy 2.
{{form.Gap_strategy_plan_2}}

Gap strategy 3.
{{form.Gap_strategy_plan_3}}

Gap strategy 4. 
{{form.Gap_strategy_plan_4}}

Gap strategy 5.
{{form.Gap_strategy_plan_5}}

Gap strategy 6.
{{form.Gap_strategy_plan_6}}

Review:

Review the plan every quarter

Review the HR strategic plan every three months to make sure your strategies and priorities are still relevant.

You can either manually select the review date in the field below, or you can use the dynamic due dates feature to automatically set a date.

Find out more about setting dynamic due dates here

Sources:

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