How do you revise your HR strategic plan for changing business environments?

2 Define your desired outcomes

The next step is to define your desired outcomes for your revised HR strategic plan. What are the key results and indicators that you want to achieve and measure in terms of your people? How do they support your organization's goals and objectives? You should use the SMART criteria (specific, measurable, achievable, relevant, and time-bound) to set clear and realistic targets for your HR outcomes. You should also prioritize your outcomes according to their importance and urgency.

3 Identify your strategies and actions

The third step is to identify your strategies and actions that will help you achieve your desired outcomes. What are the best practices and initiatives that you can implement or improve in your HR functions and processes, such as recruitment, retention, development, engagement, performance, compensation, and culture? How will you allocate your resources, such as budget, time, and staff, to execute your strategies and actions? How will you communicate and collaborate with your stakeholders, such as managers, employees, and partners, to ensure their support and involvement?

4 Monitor and evaluate your progress

The fourth step is to monitor and evaluate your progress towards your desired outcomes. How will you track and measure your HR results and indicators on a regular basis? What are the tools and methods that you will use, such as dashboards, reports, audits, and reviews? How will you collect and analyze your data and feedback to assess your performance and impact? How will you report and share your findings and insights with your stakeholders?