Do you have a strategic People/HR vision for your organisation? If the answer is no, then that’s perhaps the first step, People/HR visions don’t have to be overly complicated, in fact the best visions tend to be simple statements which are easy to communicate and rally the organisation around.
If you have your vision the next question is how do you turn it into a reality i.e., what are you going to do and who is going to do it?
So how do you turn vision into reality?
Having previously worked in senior People/HR roles and being accountable for the setting and delivery of a vision and plan, here are our top 4 tips:
#1 Define what you need to do
Breaking down the vision into manageable activities is the first stage, this should look at both the ‘what’ you will implement/change i.e., a new reward or workforce strategy and the ‘how’ i.e., what products, solutions or services the People/HR team will implement and support in order to deliver the change.
#2 Be realistic
I’ve often seen plans with 10, 20, 30 plus items which are expected to be delivered, often in challenging timelines. Clearly each of these items may be important to the organisational unit or team requesting them but realistically it’s unlikely that you can deliver everything, the old adage of Under Promise and Over Deliver is a good one to remember here.
#3 Agree the delivery plan
Avoid 12 month or longer plans, realistically you will only be able to plan on those things that are immediately required, trying to think about a project that isn’t due to commence (if at all) in eleven months’ time is distracting and leads to the issue highlighted in #2. However, that’s not to say that you only think about short term deliverables, having a wider sense your vision and organisational direction (i.e., the organisation will grow by X% over the next 2 years) will help you break down the vision and plan into ‘bite size’ deliverables, which lead to a pipeline of activity. This should then support better allocation and management of resources (both people and budget) and provides a greater chance of success
#4 Define clear accountabilities and responsibilities
Once you know what you need to deliver and by when, you will need to define who will undertake the various bits of work within the team. Using the standard Ulrich model, the following should be considered:
- HR Business Partners need to be working with their business/organisational heads to understand their vision and how your people vision can support their aims. They should also be encouraged to help prioritise as let’s face it, very few People/HR teams have access to unlimited resources and the day job doesn’t go away!
- Centres of Expertise/Excellence need to turn the ‘what’ into tangible solutions that support delivery of the vision.
- HR Shared Services/HR Operations, need to understand how to turn the solution into a deployable option, taking into account possible changes to technology, processes and people.
For organisations not operating within the Ulrich model, the People/HR resources implementing the vision still need to be able to undertake the actions called out above. Knowing who will be accountable is one thing, assessing their technical skills to deliver the plan is also reasonably straightforward, however there is often one element of success that’s overlooked….
Who actually has the energy to drive and deliver the change?
For example, the Head of Reward may have all the technical reward skills and competencies, but do they have the energy needed to drive the change needed? Standard behavioural assessments won’t be able to answer that question, however The GC Index can provide that critical insight, ensuring you have the right balance of people to turn your vision into a successful reality.
InFocus HR, in partnership with the GC Index will help your People/HR leadership team transform your strategic vision into clear, compelling actions based on the ground-breaking language and framework of The GC Index
For more information on how we can help you turn your vision into successful reality please click on this link