Whether you are a business owner, HR professional, or another leader, it is important to consider developing an HR/People Plan to guide your efforts for 2025. If you have already done this, kudos to you! If not, below are some guidelines to help.
6 Steps to Develop and Implement Your Plan
#1 - Review your organization's Mission, Vision, and Values (MVV)
These are the things that guide your organization, and you want to ensure that your people plan is aligned. If your organization doesn't have Mission, Vision, and Values, it's a good time to consider developing them! Reach out and I will send you some additional resources.
#2 - Review the 2025 Business Goals
Of course, you will want your HR/People goals to support your organization's overall goals. Make sure you know they are and use this to guide the development of the HR/People goals.
For example:
If the organization wants to grow by 20%, you will want to consider ways to recruit, retain and develop talent.
If the organization is implementing new technology, staff who will interact with that technology will need to be trained.
If you anticipate retirement or potential exit of key employees, creating a succession plan would be an important consideration.
#3 - Do a SWOT Analysis
This involves collecting and analyzing information about internal and external factors which have or may have, an impact on business.
SWOT is an acronym that stands for:
Strengths: factors that give an edge for the organization over competitors.
Weaknesses: factors that can be harmful if used against the organization by competitors.
Opportunities: favorable situations which can bring a competitive advantage.
Threats: unfavorable situations that may have a negative impact.
#4 - Set Strategic Goals
Set 3-5 clear, challenging goals with measurable key results aligned with the MVV. Make these goals SMART (specific, measurable, achievable, realistic, and time-bound) to increase the odds of achieving them. In setting your goals, prioritize actions that offer the greatest return on investment.
#5 - Create Action Steps to Support
Delineate tasks, dependencies, and timelines to support the larger annual goal.
#6 - Implement Your Plan
Get to work on your plan! Establish feedback mechanisms and review the plan regularly for progress. Be open to making adjustments if you need to based on circumstances.
Example
You review your MVV, Business Plan, and conduct a SWOT Analysis. Based on this review, you decide to develop your managers to be better coaches to reduce employee turnover and increase employee engagement.
Strategic Goal - Develop managers to be better coaches to reduce voluntary turnover by 10% and increase engagement scores by 2% by 12/31/25.
Sample Action Steps are below:
Implement the Boss to Coach workshop series for managers to help them with feedback, listening, and guiding employees to solutions (rather than fixing) by 3/31/24.
Insert impactful conversations into the culture to support the coaching model including a new format for one-on-ones and performance reviews by 5/1/24.
Develop and communicate Career Paths for jobs in the organization to support growth by delineating skills/abilities/qualifications needed for each job by 7/1/24.
I hope this is helpful! If you need some support, reach out to leslie@influencehrconsulting.com
I have included a template that you can use to create your plan.
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