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WING
1. Understand the Business and Its Objectives
Business Analysis: Begin by thoroughly understanding the company’s mission, vision, values, and long-
THESE
term objectives. This includes analyzing past achievements, current products or services, and future
goals.
STEPS
Stakeholder Engagement: Engage with key stakeholders across various departments to gain insights
into their expectations and requirements from the HR function.
2. Conduct a SWOT Analysis
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Strengths: Identify internal strengths such as existing talent, strong leadership, or unique company
culture.
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Weaknesses: Recognize areas that need improvement like skill gaps or high turnover rates.
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Opportunities: Look for external opportunities such as market trends or technological advancements
that can be leveraged.
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Threats: Be aware of potential threats like economic downturns or competitive pressures.
3. Evaluate Employee Skillsets
KEEPIN
Skill Assessment: Review employee performance data, resumes, project histories, and continuing
education records to assess the collective skill level of the workforce.
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Gap Analysis: Determine if employees have what they need to maximize productivity or if additional
resources are necessary.
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4. Develop Talent Acquisition Strategies
Recruitment Planning: Create a detailed recruitment plan that includes job descriptions, sourcing
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strategies (e.g., job boards, social media), and selection criteria.
Employer Branding: Develop an employer brand that attracts top talent by highlighting company
culture, benefits, and career growth opportunities.
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Diversity & Inclusion: Ensure recruitment strategies promote diversity and inclusion within the
workforce.
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5. Implement Talent Management Practices
Onboarding Programs: Design comprehensive onboarding programs that help new hires integrate
smoothly into the company culture and understand their roles.
Performance Management: Establish clear performance metrics and regular review cycles to provide
constructive feedback and recognize achievements.
Employee Engagement: Foster a positive work environment through initiatives like team-building
activities, recognition programs, and open communication channels.
6. Focus on Talent Development
Training & Development Programs: Offer continuous learning opportunities through workshops, online
courses, mentorship programs, and leadership training.
Career Pathing: Create tailored development plans for employees that align with both their personal
goals and organizational objectives.
Succession Planning: Identify high-potential employees who can fill key positions in case of vacancies to
ensure business continuity.
7. Compensation & Benefits Strategy
Competitive Compensation Packages: Regularly audit compensation packages to ensure they are
competitive within the industry.
Benefits Programs: Provide attractive benefits such as health insurance, retirement plans, flexible
working hours, and wellness programs.
8. Retention Strategies
Employee Feedback Mechanisms: Implement regular surveys and feedback sessions to understand
employee concerns and address them proactively.
Work-Life Balance Initiatives: Promote work-life balance through policies like remote working options
or flexible schedules.
Recognition & Rewards Programs: Develop programs that recognize employee contributions through
awards, bonuses, or other incentives.
9. Leverage HR Analytics
Use data-driven insights from HR metrics such as turnover rates, employee engagement scores,
compensation history etc., to guide strategic decisions.
10. Create Mission & Vision Statements for HR
Summarize your HR strategy in mission and vision statements that serve as guiding principles for all
policies and decisions thereafter.
Best Practices for Implementation:
Involve Key Stakeholders: Ensure collaboration between HR professionals and senior leaders from the
beginning.
Know the Budget: Align initiatives with available financial resources to ensure feasibility.
Thank you
Maryam Sajid
