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PapaHR · Mike Pritula Academy

Company HR strategy: a 17-section template

Fill in an HR strategy with the Mike Pritula Academy template right on this page: business goals, audit results, environment analysis, metrics, priorities, budget and roadmap. Every section has hints and examples. No sign-up and no email needed.

  1. Go through the sections in order or pick the one you need. Everything you type is saved in this browser.
  2. Took the open HR audit? Its results fill the “HR audit results” section by themselves.
  3. Open the finished document and save it as PDF — for leadership or a presentation.
PapaHR → Company HR strategy

Company HR strategy

Filling in Document

Fill in the strategy section by section — everything is saved automatically. Grey text in the fields is an example of a filled strategy: replace it with the data of your company.

Start with the HR audit: its results fill section 5. When you finish, open the document and save it as PDF for your management.

1/17Vision, Mission and Values of the Company

2/17Mission of the HR Department

3/17Strategic business goals

Describe here the 3-5 most important strategic goals in which the HR department will contribute the most
What is the business goalWhat is the purpose of HR it can supportWhich HR metric will allow you to track the target

4/17Strategic initiatives (projects that aim to achieve goals)

Describe here the 3-5 most important strategic initiatives or projects your company is leading. The HR strategy is expected to support these projects
What initiative is thereHow HR can help

5/17Results of the HR audit

Copy the percentages you got in the audit for each item Transfer here the main recommendations from the audit results, what you recommend to do in the company to make the percentages higher
Complete the HR audit checklist — and its results will fill this section. Go to the checklist
Direction of the audit:Current PercentageNext year's goalBasic recommendations (What to do?)
1.Audit of the business
2.Audit of HR team and structure
3.Audit of HR processes
4.Audit of corporate culture
5.Audit of HR results
6.Audit of employees' performance
7.Audit of business results
8.Audit of company's value proposition (EVP)
9.Audit of Technology and Automation
10.Audit of People Management
11.Audit of remote work
General efficiency

6/17Analysis of the external environment

PESTEL - analysis
Fill in all 6 influence factors, an example is in the Checklist
categoryPossible impact on the companyimpact on HR
policy:
-regulation of activities
-taxes and tariffs
-foreigner policy
-stability of the state
-level of corruption.
economics:
-business forecasting
-staff availability
-cost of services and materials
-profitability of families
-consumer confidence
-availability and cost of capital
society:
-demographic shifts in age
-typical graduate majors
-discrimination issues
-values
-lifestyle and shopping habits
-media use
-the effects of globalization and the impact on culture.
technologies:
-new technology training and expertise centers
-innovative technologies and application of technologies
-unequal access to technology
-Intellectual property and legal trends
-new or changing technology standards
-technological vulnerability.
environment:
-reducing the level of carbon consumption
-increased use of alternative energy sources
-increased interest in environmental impact
-need for innovative technologies and practices.
legislation:
-increased litigation
-unequal access to lawyers
-increased defense costs.

7/17Analysis of internal and external environment

SWOT 👉 TOWS analysis
Transfer your SWOT analysis from the checklist here
The strategy chosen:Determine which of the 4 strategies described above best fits your company's needs

8/17Metrics

Write down your current and target metrics and key ideas for improving them here
CurrentTargetPlan of Action. (Do what?)
Satisfaction
Engagement
Loyalty (eNPS)
Burnout
Interaction between departments
Turnover
Time to close vacancies, days
There may be HR metrics that are important to your business and needed to track business goals

9/17EVP Key Factors

Describe here the top 3 EVP factors identified in the survey and indicate your level of satisfaction with them. What can you do to increase satisfaction?
TitleDescriptionSatisfactionReinforcement plans

10/17Voice of the employee

In various surveys, you may have asked employees open-ended questions to find out what they would like to improve at the company, what they lack. Write down here any findings from such surveys and your plans for addressing such needs ⬅️ rate the importance from 1 to 5, where 1 is the least important and 5 is the most important based on how often employees mention that need
NeedImportancePlan of Action (What to do?)

11/17HR priorities for 5 years

Highlight the 3 most important HR priorities for the company for the next 5 years

12/17Annual HR goals

Based on your business strategy and goals, audit results, internal and external analysis, your metrics, and understanding the voice of the employee, identify 5 goals for the HR department to achieve. Use the SMART technique to set goals
Target descriptionHow do we measure achievement - what metrics can help us?Expected result

13/17Required HR structure

Based on your HR goals and expected results, write down how many and what roles you need in HR and what they will do. Remember that the standard practice is 1 person in HR per 100 people except for recruiting. Recruiting - 1 person per 3-5 jobs closed per month. If you need to fill 20 non-mass positions - you need 4 recruiters minimum
Role TitleNeed a person (number)RateRationale (goals and responsibilities, workload)

14/17Required Resources and HR Budget

List all the resources you need to achieve the company's goals Always try to use the purposes for which the resource is needed in your justification
ResourceBudgetRationale

15/17ROI of HR initiatives

Here we need to list the largest costs and write what benefits we will get from investing in them. These benefits should then try to translate into a monetary benefit for the business
List of initiativesCostsBenefits of implementationDigitization of Benefits

16/17HR team development plan

In this section go not from the desires of employees, but from their goals and those competencies and skills which they lack in order to realize the goals. Plan the development of these competencies and skills through courses, conferences, books, communication with experts and real mini-projects
Team memberMain objectives for the yearRequired competencies and skillsDevelopment plan with a budget

17/17Roadmap HR initiatives = action plan to implement HR strategy

The most important part of the strategy. Here we collect all the key initiatives that we will implement to achieve our goals. It is these initiatives that the HR team then reports to management on a monthly basis
InitiativeStart dateDate of resultResponsible
Open the document →
PDF

HR strategy structure

  1. Vision, Mission and Values of the Company
  2. Mission of the HR Department
  3. Strategic business goals
  4. Strategic initiatives (projects that aim to achieve goals)
  5. Results of the HR audit
  6. Analysis of the external environment
  7. Analysis of internal and external environment
  8. Metrics
  9. EVP Key Factors
  10. Voice of the employee
  11. HR priorities for 5 years
  12. Annual HR goals
  13. Required HR structure
  14. Required Resources and HR Budget
  15. ROI of HR initiatives
  16. HR team development plan
  17. Roadmap HR initiatives = action plan to implement HR strategy

HR strategy questions

What is an HR strategy?

An HR strategy is a plan for how people management helps the company reach its business goals: which HR projects are needed, in what order, with what budget and how the result is measured. It comes from the business strategy rather than being written apart from it.

What is the structure of an HR strategy?

This template has 17 sections: vision, mission and values; HR mission; business goals and strategic initiatives; HR audit results; external environment (PESTEL) and SWOT/TOWS; metrics; EVP factors and employee voice; 5-year HR priorities and annual goals; HR structure, resources and budget; ROI of HR initiatives; HR team development; roadmap.

How do you develop an HR strategy step by step?

1) Take the business goals for 1–3 years. 2) Run an HR audit and an environment analysis. 3) Set HR priorities and annual goals that support the business goals. 4) Work out the structure, budget and ROI. 5) Lay the initiatives out in a roadmap with owners and dates. The method with templates is in the “HR Strategy Playbook” course.

Where do I start without an HR audit?

Take the free HR audit on papahr.com — its results fill the “HR audit results” section by themselves. You can also start without it: fill in the business goals and come back to the audit later.

How do I make an HR strategy presentation?

Open the finished document and save it as PDF: empty sections are left out. For a leadership presentation five blocks are usually enough: business goals, audit results, HR priorities, budget with ROI, and the roadmap. How to run a strategy session with leadership — in the “Strategy session” program.

Do I need to sign up?

No. The template, hints and PDF work without sign-up. A PapaHR account keeps the strategy, lets you return to it from another device and opens the other tools.

Want to build the HR strategy with an expert and defend it before leadership? The step-by-step method is in “HR Strategy Playbook”, working with the leadership team — in “Strategy session”.