Achieving Nirvana – Integrating business objectives with HR planning
If you talk to any corporate planner, anywhere, they will tell you that the most important challenge is to translate strategic goals and initiatives into an agreed set of projects or activities. It is, in the end, not about getting it 100% right. The goal is to make it understandable and actionable to those you lead or work with.
- Engagement with managers and business lines. Planning takes some effort. However, with the right tools and quick but productive discussion around priorities, the effort will be far less than originally thought. The true test of engagement is whether managers and staff reach an understanding that the forward agenda of initiatives or projects is sustainable and can be achieved within a planning timeline.
- Planning assumptions about changes in the mandate and activities of business lines. This covers:
- Financial constraints – availability of additional funding and demonstrating the need for “finding from within” (reallocation) to cover additional requirements
- Changes in demand (“pressures”) for service – effective forecasts
- Changes in mandate and activities
- Priority Setting: Setting priorities on forecasted demands