Perhaps you already feel that your company could use a personnel strategy. Or maybe you don't need it yet, but you plan to expand over time? In both cases, it is worth getting to know the concept, getting to know the possibilities offered by individual personnel strategies and starting to think about what to implement in the future.
Personnel strategy - Many business owners think that it will only be useful at a later stage of the operation, and that today the focus should be on making money. Indeed, when a business consists of a few people, there may be no need to implementation of personnel strategy. However, it may be the lack of it that is holding the company back.
Lack of a personnel strategy is holding back the development of your company?
Let me help you.
What are personnel strategies?
Personnel strategies is a term that refers to a company's human resources policy. It defines the ways in which new employees are recruited, as well as the objectives behind a particular recruitment model. As part of personnel strategy may include the company's rate of staff expansion, staff competences, sources of staff acquisition and all other HR issues related to workforce planning.
If it is already implemented in your company communication strategy, development, business plan or sales goals, HR strategies are to support the achievement of these predefined goals. The most important thing you should know about this is that you don't need to hire an HR department to implement HR strategies. Initially, you may have a loose plan in your head. Later, just save it. It is worth using it when defining and implementing other goals, e.g. sales goals.
Some entrepreneurs hire an experienced recruiter right from the start. This enables them to shape and implement a strategy together from day one that correlates with the company's goals.
Types of personnel strategies
Personnel strategies are divided into general and specific. The latter pursue specific objectives or focus on specific aspects. Subsequently, a number of different personnel strategies described in the literature by numerous researchers, including:
- C. Fisher: offensive and defensive. In offensive, employees are dynamically recruited from the market and in defensive, employees are recruited from within the organisation.
- I. Brunstein: quantitative and qualitative. The first one focuses on filling all positions quickly, and the second one on the quality of acquired employees.
- T lath: oriented towards 'input', 'output' and transformation. It relates to recruiting ("entry"), dismissal ("exit") as well as employee development.
- M Kostera: the model of human capital, which assumes that man by nature is capable and inclined to develop, and the model of the sieve.
An example of a successful personnel strategy
It would be beautiful if a formula could be given here for a successful personnel strategy applicable to any company. However, it is one of those aspects of a company's operation that needs to be tailored on a case-by-case basis. By copying the strategy of a seemingly similar company of the same size, a serious mistake can be made. Let us follow the strategies using the example of two very different companies of radically different sizes.
The owner of the company Pani Swojego Czasu started from a sole proprietorship. Soon she started working with a proofreader, virtual assistant and IT specialist, so that she could devote her own time to developing the company, and not to mundane technical or accounting matters. Today, after several years of activity, her team also includes the head of the on-line department, physical products manager, customer service department, technical support department, graphic department, copywriter, Instagram coordinator, photographer, editor, manager, head of marketing, assistant and e-product manager. All this ensures the stable operation of the on-line store and the development of the company, which only 7 years ago consisted of one person.
nother and apparently very different example personnel strategy is the one implemented from the beginning at Google. In reality, however, the initial premise was similar in both cases. Google's founders always emphasised that they only hired another person to join the team when the previous structure could no longer handle the load. Today, the company has grown to around 135,000 employees, and the personnel strategy is carried out by approximately 400 recruiters. The company's philosophy is to encourage the maximum number of the best people in the industry to apply. With more than 2 million applicants per year, it is possible to identify several thousand top talents each year. This is what allows us to remain at the forefront of innovation.
The importance of personnel strategies in modern organisations
To be successful, modern companies need to invest in personnel strategies. Well-planned personnel strategy enables the effective management of human resources, supporting the achievement of both short-term and long-term business goals.
Examples of successful personnel strategies
One example of an effective personnel strategy is an approach focused on the development of employee competences, which involves regular training and mentoring programmes. Another example of a personnel strategy is a model based on team motivation, fostering collaboration and innovation. The choice of the right model depends on the organisational culture and the specifics of the industry.
Company HR policy - examples of implementation
Company personnel policy covers key employee management principles such as recruitment, development or motivation. An example of the company's personnel policy is the implementation of work-life balance programmes, which promotes both efficiency and team satisfaction. Another example would be measures to support diversity and inclusivity in the workplace, which build a positive atmosphere and increase employee engagement.
Functions of the company's HR strategy
Well designed personnel strategy plays an important role in the effective management of employees. It enables the company's human resources needs to be accurately determined, optimising the processes of recruitment, adaptation and development of employees' competences. Precise definition of personnel objectives makes it possible to align human resources with the company's strategic plans. At the same time, clearly defined personnel tasks support the building of team motivation and commitment. In practice, this means personnel strategies enable the effective monitoring of employee development and the achievement of specific business objectives. Through appropriate appraisal and motivation systems, personnel strategy supports the development of a strong and sustainable organisational culture.
How to develop a personnel strategy?
To create an effective personnel strategy of the company, it is necessary to start with an analysis of the current human resources situation. By assessing the strengths and weaknesses of human resources, priorities and future directions can be set. An important step is to define strategic goals, which should be in line with the organisation's overall strategy. Subsequently, personnel processes should be planned - from methods for recruiting new employees to systems for their development and motivation. In practice, a SWOT analysis helps here, on the basis of which it is possible to formulate offensive strategy and precisely define personnel actions. It is also important to regularly monitor the effects of the implemented strategy in order to be able to react quickly to changes in the company's environment.
Impact of HR strategy on employer branding
Effective personnel strategy has a significant impact on building a positive employer image. Companies that implement attractive and well-planned HR activities are more successful in attracting talent and increasing the commitment of those already employed. A professional approach to recruitment, development or employee appraisal processes translates into higher job satisfaction, which strengthens the positive opinion of the company. Properly designed strategies personal also lead to a reduction in staff turnover, which further strengthens the employer brand in the market. Thus, a properly implemented personnel strategy is becoming a key tool for creating a company's competitiveness and building its attractiveness among potential candidates.
Employer branding as part of a personnel strategy
Effective employer branding allows the best talent to be attracted and retained. Cooperation with employer branding agency enables the development of communication activities that reinforce the perception of the organisation as an attractive employer. Such activities can support the long-term personnel strategy, improving the company's position in the labour market.
When is it time to implement?
The most common misunderstanding about personnel strategy is that it only applies to companies employing dozens of people or more. In fact, it can even come in handy for sole traders! There may come a point in the lives of active sole proprietors when they no longer have enough work to do. It is no longer possible to "squeeze" a second more out of their time. They feel that they are spending time unnecessarily on duties that someone else could do more quickly and cheaply. If, at this stage, they hire 1-2 people to help them (even on a casual basis at first), they may find that the company soon starts to grow like never before and receives an invaluable sales support. In short, it is about a situation where the existing employees are overloaded with work and the company loses it.
It may also be the case that financial performance is deteriorating and most of the money is taken up by the salaries of inefficient staff. In both these cases, planning personnel strategy will be the beginning of change for the better. Problems often arise where a group of random people who don't care about the job come together. Correct the values on which your company's HR policy is based. You will then gain a team that is in the right place and happy to work. If you need help with topics related to your company's HR policy, such as communication with employeesit is a must talk to me to the specialists at Commplace - we will prepare a tailor-made strategy.
Summary
Thoughtful personnel strategies and well designed company personnel policy bring tangible benefits such as improved employee motivation, performance and development. Integrating such activities with an approach based on employer branding helps to build an employer image that attracts talent and fosters the achievement of business goals.