5 steps that will help to sustain your Human Resources strategy

Developing a Human Resources (HR) plan for your company is just as important as developing a strategic and business plan. It prepares your employees to effectively execute the company’s long-term business objective and strategies. It trains the current staff and enables you to pre-plan the stages in various hiring methodologies.

An HR plan preps the decision making staff in your organisation by helping them allocate a feasible budget for the recruitment process. In addition, it also assists in boosting employee turnover.

A decent HR plan must entail a succession plan, so you can limit managerial issues to your organisation should there be any change in the upper management or the ultimate organisational structure.

Here are five important steps to making an effective HR plan for your organisation.

  • Evaluate your current employees

The first step in HR planning is recognising your current employees’ strengths viz. their knowledge, critical skills and inbuilt abilities. This includes assessing your staffs’ educational levels, qualifications and additional certifications.

You can conduct an employee evaluation by going through the existing information such as their:

  • Curriculum Vitae
  • Educational history
  • Performance appraisals
  • Projects undertaken and successfully completed

Having an inbuilt system to capture and record information about your employees help you track their skills closely. At the same time, your employees will feel more appreciated if it is clear that you are archiving their strengths for the betterment of the organisation.

Moreover, a performance review can help you ascertain when an employee is ready and able to assume additional work responsibilities.

  • Generate plans that help employees grow in their existing roles

Prepare an employee development plan for your work so that their existing roles help in the contribution of your company’s long-term objectives. It will provide guidelines as to how to enhance their skills and prepare them for their career so that your organisation can progress ahead.

You can develop an effective plan for the development of your employees by following certain pointers such as:

  • Taking into consideration the organisation’s objectives
  • Interacting with your employees on a regular basis
  • Determining what skills your employees require
  • Making an action plan
  • Executing new skills

It’s crucial that your organisation does not disregard top performing employees. Also ensure that employee development plans have a positive implication in your organisation by offering employees an opportunity to maximise their current potential, grow and improve throughout the process.

  • Prepare a succession plan

By preparing a succession plan, you can minimise managerial disruption by means of recognising critical roles in your organisation and promoting employees with the right skill to assume such positions.

You can also involve your employees while creating a succession plan. It will help you understand their current and future requirements.

Moreover, you should keep your employees updated on managerial changes and explain how exactly a change might affect them in the organisation.

  • Gap analysis

The best way to understand a company’s current stock of resources is by performing a gap analysis. It also helps the company to determine potential resources in the future.

During a gap analysis, you need to evaluate recruitment methodologies of your company to identify where it is falling short.

A gap analysis can improve the current recruitment practices and assist you in either supplanting them or introducing new HR practices which will support the growth of your business.

While performing a gap analysis, it is a must to go through:

  • Job descriptions
  • Employee guidebook
  • Training programmes
  • Health benefits
  • Sick leaves
  • Overall performance


  • Decide on how to augment resources for the future

Reviewing information gathered about your current employees can help you decided what job roles need to be filled and which employee could be the best fit.

In the process, you must also identify if you can promote an employee from within or if you will require to hire new talent. You might also come across certain hurdles while recruiting new candidates such as:

  • Remuneration fails to meet expectations of your ideal job applicants
  • Major changes in technology or economy
  • Poor company culture, which is a major turnoff for highly qualified applicants

Try to solve these recruitment issues beforehand, in order to ensure that the environment is perfect for attracting and retaining the best talent. Otherwise, you may face employee attrition issues.

We at Han Digital Solution can help you make the best recruitment choices. We have been tracking the industry for over 15 years and understand the recruitment needs of every industry. Are you facing problems in attracting the best talent? Get in touch with our talent consultants on