The HR Business Function Effectiveness Audit Standard
March 16, 2017
DRIVING THE BUSINESS FORWARD: Talent Management Strategy & Integration
March 17, 2017

Agility, simplicity, and thinking in terms of shared purpose driven networks will determine successful business actions of the future.

HR is an integral part of the business, offering valuable perspectives in driving the business forward, as it can offer insight into things that others in the business may not be able to assess.

Our research will help you understand the processes, approaches, and systems that bring an integrated view of workforce needs, and across HR and the business.


Organisations compile financial plans and a strategic plan that guides them in successfully meeting their missions and to ensure they achieve organisational goals.

Having business processes that can respond to challenges and opportunities as and when they arise and rapidly execute an enterprise’s business goals, is a prerequisite of success.

HR business processes: Employee Life-Cycle, Workforce Planning, Performance Management and Development, Compensation, Recruitment, Payroll, Pensions, Benefits, Time and Attendance, Welfare, Health & Wellbeing

This calls for creating operating models that enhance organisational effectiveness, business agility, and performance. Continuous improvements, process streamlining, and technology enablement.

Strategic HR Management

Integrating human resource management strategies and systems to achieve the overall mission, strategies, and success of the firm while meeting the needs of employees and other stakeholders.

Herman Schwind, Hari Das and Terry Wagar, Human Resource Management: A Strategic Approach.


Strategic HR focus is on how HR influences organisational performance. It is about identifying HR priorities from the organisation’s strategy to develop the HR plan (knowledge, skills and abilities) in line with the organisation’s future direction.

i4cp research shows that less than 20% of companies believe they’re effective with their strategic workforce planning initiatives

Strategic HR deals with the emerging trends and effective practices in all functional areas of human resources. It is concerned with people issues and activities that affect the behaviour of individuals and their contribution to the goals of the organisation. Strategy and organisational design, as well as the people, process, and technology aspects.

The aim is to translate the organisation’s strategic intent into HR strategy, to allocate responsibilities and accountabilities for the execution of the HR strategy, supported by the development of policies, practices and procedures. Provide a foundation for guiding operational plans and decision making. And monitor and measure to drive continuous improvement.

Based on the strategic plan, your organisation can develop a strategic HR plan for reviewing and anticipating human resource requirements to support the future direction of the organisation. An HR plan is a roadmap that describes how an organisation will meet its current and future human resource needs based on the strategic plans of the organisation. It contributes to organisation growth by examining and addressing pending legislation, labour shortages or economic conditions affecting the future workforce of the organisation. Strategic HR planning is also important from a budgetary point of view so that you can factor the costs of recruitment, training, etc. into your organisation’s operating budget.


The strategic HR plan needs to be communicated throughout the organisation. Your communication should include:

  • How the plan ties to the organisation’s overall strategic plan
  • How each individual member of staff can contribute to the plan
  • What changes in HR management policies, practices and activities need to be made to support the strategic plan
  • How any changes in HR management will impact
  • How staff will be supported through any changes
  • How the organisation will be different in the future

Future priorities


Strategic HR needs to be pursued, by implementing the initiatives within the plan.

This is essentially a project management task. Strategic HR deployment entails the effective project management of its various elements – the projects, owners, timelines, resource inputs, outputs and outcomes. Integrated implementation plans which draw from the traditional project management disciplines, but also reflect correlations and lead-lag relationships between desired strategy outcomes and intermediate objectives

  • Build a culture in line with the organisation’s philosophy, values and mission, communicated in a clear employment value proposition.
  • Foster employment equity progress in the spirit of the legislation

Identify leadership roles and capabilities, learning and development opportunities, and succession to key roles into the future, in fulfilling the current objectives and future organisation needs.