Strategic HR objectives represent a focused strategy aimed at aligning the human resources department with the broader goals of the company. These goals stand apart from other objectives as they take into account the overarching direction of the business and its impact on employees. Grasping the strategic dimension enables individuals to foster long-term ambition, empowering organizations to introduce innovative policies. This article delineates the essence of strategic HR goals, underscores their significance for businesses, and furnishes a compilation of ten illustrative examples.
What are strategic HR goals?
Strategic HR goals represent precise and measurable targets established by an organization to enhance its operations. This goal-setting process stands as a pivotal aspect in realizing a prosperous business strategy since it assesses the degree to which the overarching organizational mission is being fulfilled. Typically, strategic goals intersect with other facets within a business plan, including financial or operational objectives. These goals can be set at either the company level, like aiming to expand the customer base by 20% within the upcoming year, or at the departmental level, such as aiming to decrease turnover by 10%.
Why is strategic goal-setting important?
Strategic goals play a vital role in maintaining focus on the core priorities of a business. By aligning strategic goals with short-term objectives, you can effectively equip your human resources department to sustain long-term support for staff while fostering employee satisfaction and productivity. Moreover, strategic goals offer insights into the overall performance of the company, enabling necessary adjustments to be made. For instance, being aware of employee dissatisfaction with their manager or work environment is crucial for addressing such issues promptly.
10 strategic goals for HR
Here’s a list of ten HR goals with descriptions that you can consider setting within an organisation:
- Promote a culture of inclusion, diversity and equality in the workplace
HR departments assume the role of championing inclusion, diversity, and equality in the workplace by assembling a diverse team that mirrors the company’s customer base. Additionally, companies can explore their employees’ workplace experiences and utilize this feedback to establish a secure environment for all staff members. Encouraging equality involves fostering an atmosphere where individuals feel comfortable expressing themselves, irrespective of their identity or background. This necessitates the elimination of policies or practices that could disproportionately impact specific groups while fostering a collective understanding among employees that all groups are treated equitably. - Enhance employee engagement by creating a learning and development strategy
Businesses have the opportunity to boost employee engagement through the implementation of a learning and development strategy. By facilitating skill development among employees, organizations enable them to feel more empowered and invested in their roles. Such strategies also enable companies to assess individual employees’ strengths, weaknesses, and aspirations, thereby tailoring training programs to align with each employee’s objectives. Moreover, fostering an environment where employees perceive personal growth while working for the company enhances productivity and retention by instilling a sense of passion among employees. - Develop an effective succession plan for key positions
To establish an efficient succession plan for critical roles, companies initially identify these positions within their organization and determine their priority for filling. Subsequently, they compile a roster of internal candidates capable of assuming these responsibilities, alongside an inventory of external candidates for potential recruitment. Following this compilation, they conduct interviews with all potential candidates to select the most suitable fit for each role.Once all essential positions are filled, the company embarks on developing replacement personnel for future vacancies. This endeavor may encompass the establishment of employee development initiatives or the facilitation of workshops and training sessions focusing on pertinent subjects like leadership proficiency or financial acumen. Investing in employees by equipping them with the necessary skills to ascend the career ladder, particularly into management roles, can significantly augment retention rates. - Optimise employee performance through better engagement management practices
Enhancing employee performance can be achieved by implementing improved engagement management strategies, fostering a culture characterized by trust and transparency. Employees who perceive they have earned the trust of their managers and are embraced by their employers are inclined to exert their utmost efforts. Conversely, individuals who feel inadequately informed or unfairly treated are prone to disengagement, and in some cases, may even opt to leave their positions, resulting in productivity setbacks as managers onboard and train replacements. Such a culture also mitigates stress and overwork among employees, consequently reducing the risk of burnout and subpar performance. - Improve employee mental health by implementing wellness initiatives
Employee mental health stands as a paramount determinant of a company’s success. When employees enjoy mental well-being, they tend to exhibit higher levels of productivity, creativity, and engagement, while also demonstrating reduced absenteeism due to illness. Organizations adopting wellness initiatives can enhance employee mental health by facilitating access to stress-management training and promoting healthy practices such as exercise or mindfulness meditation. Additionally, they can establish areas within the workplace where employees can unwind during the day, thereby alleviating stress and anxiety while bolstering morale. - Foster a company culture where employees feel valued, supported and encouraged
Company culture comprises the collective values, attitudes, and behaviors embraced by the employees within an organization. These shared principles form the essence of the group’s identity, manifesting in employees’ actions and collaborations. Organizations can nurture a supportive company culture by emphasizing the significance of each employee’s role and its impact on others. Encouraging employee involvement in decision-making processes that affect them directly fosters a sense of value and empowerment. Such feedback loops also enable managers to refine operational procedures more effectively. - Ensure that everyone has access to the tools necessary for doing their jobs
Organizations can guarantee universal access to job-related tools through diverse approaches. For instance, management can allocate sufficient budgetary resources to procure necessary technology, including the latest software and hardware essential for employee tasks. Additionally, providing training sessions on the utilization of new technologies enhances efficiency. Introducing incentive programs that recognize employees adept at utilizing such technology can motivate others to emulate their proficiency and embrace emerging technologies. - Ensure that the company has a system for administering employee benefits
Organizations can establish a streamlined system for managing employee benefits through the utilization of online software. This software facilitates the comprehensive administration of benefits, from enrolling new hires to processing payments and reimbursements. By leveraging such software, companies can efficiently monitor eligibility for specific benefits, track disbursements, and accurately calculate amounts received by employees. Particularly beneficial for tasks like computing holiday bonuses, the system also aids in monitoring and reporting the expenses associated with administering the program, enabling management to assess its viability effectively. - Ensure the company has a system for training, developing and educating specialised employees
Facilitating employees’ access to professional career training is instrumental in helping businesses achieve their objectives. Companies achieve this by offering specialized training opportunities aimed at enhancing employees’ skill sets and job performance. Additionally, they can encourage skill development through on-the-job training initiatives or by sponsoring attendance at external courses. Educating employees about the company’s values and mission statements enhances their understanding of how their contributions align with the organization’s overarching vision, thereby fostering morale. - Create policies and procedures that protect employee privacy
Organizations can establish policies and protocols designed to safeguard employee privacy by implementing clear standards for managing information. These standards encompass data security measures, data retention policies, and providing employee training on handling sensitive information. Through such measures, employees acquire a comprehensive understanding of the types of information they can gather and the permissible uses of such data. This involves delineating a clear distinction between personal and professional information. For instance, if an employee discloses their date of birth during the employment application process, the company can only utilize this information in relation to that specific application.
Bottom Line
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