Strategic HR to support your long term business goals
Using our strategic HR expertise, Commissioning HR will make sure that your people strategies are aligned with your organisation’s business and marketing plan.
Strategic HR focuses on the long-term business goals and how your business and its’ people will adapt, evolve and develop based on these goals.
We will mentor and support business owners and managers through business transformation and change.
Strategic HR typical work streams include:
- Organisation Design and Development
The process of analysing and shaping the structure of the business to reflect the business plan whilst taking into consideration any influential factors that may shape the organisation development and design.
- Transformation and Change Management
Organisational change can be prompted by a number of influential forces including the financial climate, customers, markets, technology, product development and legislation. The strategic HR process lays out an organisational redesign that is sympathetic to the long-term business goals and maximises the potential of its people.
- Employer Branding
All organisations have an employer brand; it’s what makes you stand out from your competitors. A strong brand will reflect your organisations values and enable you to compete for, and recruit, the right people for your organisation.
- Employee Engagement
An engaged employee is an employee that will go the extra mile to help the business. Creating a mutually-beneficial relationship, based on trust, will develop engaged employees that are not only happier and healthier, but they are committed to improving business productivity and customer satisfaction. Involving your employees in the early stages of consultation or change processes is a great way to gain their buy in and engagement.
- Performance Management
Clearly mapped out performance management expectations that link back to your business goals, are key to developing an individual’s progress and motivating them. Reviews, appraisals, 360-degree feedback, continuous feedback and development, creating a coaching and learning culture all contribute to the way in which employees can be held accountable, supported and rewarded.
- Workforce Development
‘A planned and systematic approach to enabling sustained organisation performance through the involvement of its people’. Planning ahead in terms of years for the roles and skills of your workforce is critical to ensure your people evolve with your business demands.
- Succession Planning
Linked closely with talent management, succession planning focuses on identifying and developing key people to fill business-critical roles within the organisation.
- Talent Management
Build a high-performance workplace that will satisfy immediate and future requirements by attracting, recruiting, developing and retaining high-calibre individuals.
- Data Analysis and what this shows about your business
Understanding your internal data (skills, abilities and knowledge of your team) and external research can be vital to an effective organisation and future recruitment. Developing a HR data dashboard, capturing and analysing metrics such as labour turnover, absence levels, vacancy gaps, agency or temporary workforce percentages and the cost of recruitment all help you to understand how your business is performing over time and enables you to focus on improving areas with weaker performance.