How to Create an HR Strategy Map??

Use strategy map scorecard to
set goals for your business
Today's business growth strategies provide a new window of opportunity to shape a more meaningful HR agenda. A practical but thoughtful approach for tying HR strategy to the growth plans of the company should be pursued jointly by corporate HR teams and their divisional counterparts, with the close involvement of line leaders.

Innovations in business strategy, especially in the race to find new sources of growth, have created new pressures to refocus HR work, roles, and priorities. In smaller, entrepreneurial firms the CEO/founder fights a war to attract, retain, and motivate bright, young, and technically able people.

In large multinational companies, the impact of people on the competitiveness of businesses has become increasingly clear, and HR professionals are being asked to help create strategic clarity across the organization.

HR strategy map

An HR strategy map is a visual rendering of the action plan for human resources that shows how human resources plans to achieve goals and objectives and meet expectations. It includes long-term plans, key-performance indicators, and can be part of a scorecard or dashboard of performance.

In their book "Strategy Maps", Robert Kaplan and David Norton suggest that strategy maps help companies, departments, teams and individuals see their strategies logically and comprehensively, and this understanding greatly aids in successful goal achievement.
  1. Review company vision and mission statements and core values. Review HR goals and objectives, project plans, key performance indicators, job descriptions and performance evaluations. Ensure that HR's goals, objectives and focus are aligned with the company's vision, mission and core values across the four areas of stakeholders and customers, internal, organizational capability and financial. If not, adjust them so that they support major corporate goals.
  2. Develop a Human Resources Mission that describes the desired outcome of all of the department's staff activities and work and supports the organization's business objectives. For example, "To provide key strategic business services and support in a proactive manner that directly affects business success". Write this at the top of a draft HR strategy map.
  3. On a separate sheet of paper, write down the four areas of stakeholders and customers, internal, organizational capability and financial, leaving room to fill in notes about each area. Then note in each area what actions and responsibilities HR will take to achieve its mission. This information comes from HR goals, project plans, key performance indicators, job descriptions and performance evaluations, and should accurately reflect desired outcomes.
  4. In the draft of the HR strategy map, under the HR mission, separate the map into the four main sections and write them in at the left margin: stakeholders and customers, internal, organizational capability and financial. From the note sheet, take the actions and responsibilities from each of the four areas and fill in the strategy map. This is the draft HR Strategy Map.
  5. Use the draft HR Strategy Map to make a finished flow chart, Excel chart or other formatted chart to complete the map.


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A change agent who successfully led and supported HR transformations across a variety of industries, making significant progress in reducing costs and improving operating effectiveness through HR system and process improvements, organizational excellence programs (EFQM Model), shared services, centers of excellence, outsourcing and employee self-service. Commercially oriented and capable of driving the best practices in the areas of HR business partnering, talent management, total rewards, performance management, talent acquisition, HR information systems and localization.