How to Implement a Human Resource Strategy

by Ruth Mayhew; Updated September 26, 2017

Putting a human resources strategy into action can be challenging. There are internal and external factors that may impede the actual implementation process. Upon completion of human resources strategic management goals, determine how best to facilitate implementation. Orchestrate your steps carefully to overcome any obstacles that might prevent the human resources strategy from coming to fruition.

Step 1

Make sure that your human resources strategy is aligned with overall business goals. Ensure company values, business philosophy, mission and ethics are clearly woven into the strategic plan. If your overall business goal is to provide superior customer service, part of the human strategy should be workplace training and development to improve interpersonal communication and conflict resolution skills.

Step 2

Measure the existing level of support for human resources strategy. As you unveil certain elements of strategic changes, determine what level of support you receive from supervisors and managers. Management buy-in is critical. When employees sense lack of unity between management and human resources your chances for failure increase. Convince managers that successful implementation of human resources strategy rests in their hands; hold managers' accountable for change management within their respective areas. Incorporate the departmental role in implementation into managers' performance standards.

Step 3

Observe human resources strategy in action within departments. All of your departments should demonstrate equally high levels of support for human resources strategic goals. If employees in one department embrace change and employees in another department resist change, there will inevitably be dissension and cross-departmental functions will suffer as a result. Collaboration must be evident for human resources strategy to take root.

Step 4

Review goal-setting materials. The SMART method of developing goals applies to your final step in implementing human resources strategy. SMART goals are specific, measurable, attainable, relevant and time-conditioned. Focus your attention on measurable progress throughout the implementation process. Measure your productivity and goal achievement prior to implementation, during various stages of implementation and after human resources strategy is in place. If you are unable to measure successes in HR strategy, you may need to revisit the drawing board to refine your implementation steps.

About the Author

Ruth Mayhew began writing in 1985. Her work appears in "The Multi-Generational Workforce in the Health Care Industry" and "Human Resources Managers Appraisal Schemes." Mayhew earned senior professional human resources certification from the Human Resources Certification Institute and holds a Master of Arts in sociology from the University of Missouri-Kansas City.