8 tips for a successful HR strategy

It is critical to success to include the business perspective when analysing and developing HR strategy. Ultimately, the effectiveness of the HR strategy is determined by the business.

Benchmarks only provide supposed certainty: useful as inspiration, often wrong as justification. Benchmarks should therefore be used as a supplement to an in-depth analysis within and outside the organisation.

The description of day-to-day business is not a personnel strategy. Rather, it focusses on core areas of particular importance and the need for additional resources.

HR strategies provide orientation for all employees, not just HR. The broad integration and reflection of ideas from all levels of the overall organisation is therefore highly recommended for acceptance.

The added value of a strategy is achieved through its implementation and not just through its pure development. The right change and communication architecture is a decisive factor for implementation.

Avoid overburdening the (HR) organisation with projects. Sensible prioritisation and sequencing of projects with maximum effectiveness and impact is helpful to ensure success.

Increase the implementation speed of projects through agile working methods. The rapid creation of lighthouses and their communication within the organisation also create/enhance momentum.

Both in HR and in business, "evangelists" are important for convincing employees of the HR strategy and creating momentum.