HR Strategic Plan

Use this checklist to establish what HR support the organization needs to meet its goals.

Introduction to the HR Strategic Plan:

Complete checklist information

Review Company Background:

Describe the HR departments mission and values

Describe the current organizational environment

Analyse HR Capability & Requirements:

Describe future HR needs

Describe current HR capabilities

Identify 6 gaps between future needs and present capability

Formulate the Strategy:

Formulate gap strategies for the 6 areas identified

Determine the priorities

Review:

Review the plan every quarter

Sources:

Related Checklists:

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.

Date of plan

Plan version number

Review Company Background:

Describe the HR departments mission and values

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

Company mission statement:

Company values:

Describe the current organizational environment

Answer the following questions to describe the current organizational environment.

Where is the organization now, in the enterprise life-cycle?

What are the organizational goals for the coming year?

What can the organization improve on from last year?

Which areas within the organization need more support?

What challenges is the organization likely to face this year?

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

What skills do we need to support these organizational goals?

Where do those skills lie within our HR department?

What new systems and processes do we need to support these organizational goals?

What risks are associated with meeting these organizational goals?

What risks are associated with not meeting these organizational goals?

Describe current HR capabilities

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

How are we currently performing against benchmarks?

Describe the strengths and weaknesses the HR department currently have:

Strengths:

Weaknesses:

What are we doing well now, that we need to do more of in the future?

What current HR issues may prevent us from meeting organizational goals?

What current systems will support our progress?

What current systems will hinder our progress?

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

Describe Gap 1

Describe the identified area/s of the business that need HR support to fill Gap 1

1

Sales
2

Marketing
3

Product
4

IT
5

Finance

What HR support is needed to fill Gap 1?

Gap 2

Describe Gap 2

Describe the identified area/s of the business that need HR support to fill Gap 2

1

Sales
2

Marketing
3

Product
4

IT
5

Finance

What HR support is needed to fill Gap 2?

Gap 3

Describe Gap 3

Describe the identified area/s of the business that need HR support to fill Gap 3

1

Sales
2

Marketing
3

Product
4

IT
5

Finance

What HR support is needed to fill Gap 3?

Gap 4

Describe Gap 4

Describe the identified area/s of the business that need HR support to fill Gap 4

1

Sales
2

Marketing
3

Product
4

IT
5

Finance

What HR support is needed to fill Gap 4?

Gap 5

Describe Gap 5

Describe the identified area/s of the business that need HR support to fill Gap 5

1

Sales
2

Marketing
3

Product
4

IT
5

Finance

What HR support is needed to fill Gap 5?

Gap 6

Describe Gap 6

Describe the identified area/s of the business that need HR support to fill Gap 6

1

Sales
2

Marketing
3

Product
4

IT
5

Finance

What HR support is needed to fill Gap 6?

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 plan 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 plan 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 plan 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 plan 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 plan 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?}}

Gap strategy plan 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}}

Which strategies can we experience rapid progress?

How do these strategies work with our budgets?

What is the degree of change needed for each strategy?

Which strategies should take top priority?

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.

Review date: