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For organizations across the world, the annual planning process is one of the most critical times of the year. It’s one of those big-picture business processes where organizations will set their strategies, allocate their resources, and align their goals for the year ahead.
But traditionally, it’s a strategic conversation that HR finds itself left out of.
However, as Sarah Reynolds (they/them), Chief Marketing Officer at HiBob, points out during their talk at CIPD, this is a missed opportunity. They believe that HR professionals have a plethora of unique insights into the type of workforce dynamics that are vital for realistic and effective planning.
And with the changing landscape of business strategies—HR’s involvement may be more crucial now than ever before.
Let’s explore how HR can align business strategy with people strategy and the role of HR in strategic planning.
The need for strategic HR in annual planning
Annual planning is a key process for organizations to ensure they have their strategic ducks in a row for the year ahead.
As Sarah puts it:
“It’s fundamentally one of the most important processes that organizations go through to set themselves up for success in the coming year … but oftentimes we see
