What is HR Strategy?

As a business we’ve honed our offer over the years to meet the different levels of support our clients may need.

The Flexi Package allows clients to dip into support as and when they need it and pay as they go.

Our subscription route offers unlimited phone and email support with the essentials package and we offer tailored support with our Up&Up package. 

We distinguish the all singing and dancing Up& Up support to include admin and onsite support, plus HR strategy. Often this leads to the question…But what is HR strategy?

HR strategy refers to the comprehensive plan that aligns the HR function with the overall business goals and objectives of the organisation. It’s about making sure that the company’s workforce is equipped, motivated, and effectively managed to help achieve both short-term and long-term business success.

At its core, HR strategy involves looking at the bigger picture of workforce planning and management. It’s proactive, focusing on how HR can contribute to achieving the organisation’s mission, vision, and objectives over time.

Key Components of HR Strategy

1. Talent Acquisition: Developing strategies for sourcing, recruiting, and retaining the right talent that aligns with the organisation’s needs and culture.
2. Employee Development: Creating training programmes, mentorship opportunities, and career development initiatives that help employees grow professionally.
3. Performance Management: Designing systems for evaluating and improving employee performance to ensure alignment with organisational goals.
4. Compensation and Benefits: Establishing fair and competitive compensation structures and benefits packages to attract and retain top talent.
5. Organisational Culture: Shaping and nurturing a positive, inclusive, and productive workplace culture that drives engagement and collaboration.

An HR strategy is typically developed with a long-term outlook, as it focuses on sustainable growth, employee well-being, and fostering a high-performance organisational environment.

The Difference Between Tactics and Strategy in HR

It’s important to distinguish HR Strategy from HR tactics. Both terms are often used interchangeably, but they serve different purposes in the overall management of HR.

1. HR Strategy:
   • Long-Term Focus: HR strategy is a long-term plan that is typically developed with a 3-5 year horizon. It is about how HR will contribute to the broader business goals and how the workforce will evolve over time to meet those goals.
   • High-Level Planning: It involves setting the direction for the organisation’s HR activities and deciding what needs to be done to support the company’s strategic goals.
   • Holistic Approach: HR strategy addresses the entire organisation, considering everything from recruitment to employee development and performance management.
2. HR Tactics:
   • Short-Term Focus: Tactics, on the other hand, are the specific actions or steps taken to implement the broader HR strategy. Tactics are short-term and more immediate, often with a focus on specific tasks or challenges.
   • Practical Execution: Tactics are how you achieve the goals set out in the strategy. For example, if an HR strategy calls for improving employee engagement, tactics might include conducting regular surveys or implementing a new recognition program.
   • Narrower Scope: Tactics tend to be more focused on addressing immediate HR needs, like resolving a staffing shortage or rolling out a new performance review system.

In essence, strategy is the roadmap that guides the journey, while tactics are the individual steps taken to make that journey successful.

If you’d like expert help to review your HR strategy, get in touch with the Breathing Space team. We’d be happy to help.