If we put it from the HR perspective, being strategic means making decisions based on planning before acting, evolving processes that already exist, but that have ruptured to optimize time and increase results.
An important piece of information is to analyze the performance and the resources that are used so that we become increasingly strategic and with data for analysis.
Companies that have innovation values are more likely to invest in technology for the area of people management as a resource that supports the strategy, after all, it is not possible to manage what is not measured.
Difference between strategic HR vs operational HR?
Just as important as knowing how to define what a strategic area is, is identifying actions and processes that are linked to strictly operational HR functions. In this way, a strategic HR does not:
- does recruitment and selection without the help of a system;
- stages of the selection processes in constant change;
- makes decisions without facts and data;
- not being proactive in analyzing the results; and
- does not value data for analysis and continuous improvement.
How important is an HR area?
It is necessary to keep in mind that when an area becomes strategic, it not only develops itself, but also generates direct returns for the company and for the people who work in it.
A strategic HR has a more specific knowledge of the organization’s strategy, which directly affects business results. These actions, then, have a high degree of responsibility and importance, after all the results will only be achieved through people.
An organization may have state-of-the-art technology, good products, a good structure, but without a highly qualified team to develop and carry out projects, it is impossible to stay ahead of the competition.
The main advantages of investing are:
- good time management;
- sustainable productivity;
- hiring in line with the company’s values;
- control and knowledge of turnover ;
- area focused on results;
6 Steps on How to Implement a Strategic HR?
Now that you have understood the theoretical part of what it means to be a strategic people area, as well as the importance and advantages, I will tell you how to create this structure in your HR in 6 steps:
1. Set a goal
Once a goal is set, it becomes easier to be strategic. After all, an objective will be outlined and everyone must contribute to achieving it.
Often what I see is that an operational area is usually only concerned with actions and processes rather than the optimal result.
This goal can and should be aligned with the strategy of the company and the area and can be, to reduce the time of recruitment and selection, to reduce turnover or even to increase the perception of the brand among employees.
It is important to set an achievable but also measurable and challenging goal.
2. Invest in planning
A strategic HR is not reactive, but proactive, it anticipates problems because it monitors and tracks results. It is of fundamental importance that the area has an HR plan.
Planning for the area consists of including training that develops the teams, revisiting the entire job engineering part to see if people are aware of what the organization expects of them, how important their activity is for the business, they must also have actions to work on the employer brand, among other actions.
3. Be a data-driven HR
The idea of a subjective HR and influenced by external factors is increasingly losing ground. Data analysis appears to break this stigma and make decision-making in the area easier and more accurate.
One example is People Analytics, a strategy that combines data collection and analysis through software to optimize Human Resources management.
Know that the data can be used in countless ways, such as to profile high-performance employees, measure the performance of HR itself, calculate turnover and plan strategic activities.
4. Invest in technology
We are well aware that operations for the HR area still take a lot of time and one of the activities that takes the most time is the recruitment of candidates.
However, a strategic HR invests in automated and technological processes to optimize much of this process, replacing the numerous exchanges of e-mail, PDF CVs and spreadsheets, with recruitment and selection software.
The idea of having a system is not to replace the “eye to eye”, but to speed up processes, present concrete and automatic data so that we have inputs for decision making.
5. Innovate and invest in diversity
Companies that invest in diversity are known for being more innovative, inclusive and equitable.
And it’s not just because it seems to be a fad or for the company to appear “right in the picture” as a good company, but because the world is changing fast and different groups have increasingly made up society.
This is what the study Getting to Equal 2019: Creating a Culture That Drives Innovation points out.
Not to mention that employees of a company that has diversity as a value, feel more comfortable making risky decisions, are less afraid of making mistakes and are eager to innovate.
Opting for multicultural hiring and inclusion is a strategic way of thinking long-term for the company, employees and society.
6. Train managers to improve engagement and culture propagation
One of the roles of HR is to make leaders and their teams actively participate in the propagation of the culture. This is a good way to strategically spread the employer brand, gradually building the perspective that the company wants to pass on to the market and future employees.
It seems easy to say, but we know that it is not a simple task, one of the ways is to change the mindset, the way of thinking and this can be started with information and knowledge that can be taught through training.