Strategy Planning Company in Pune

Why choose Ortexia's HR Strategy planning services?

Strategy connects the purpose and values of your organization with those of its customers and other external shareholders.If you don’t know where you’re going, how will you know when you get there? That is why every organization needs a strategy for planning its future, and HR is a big part of that planning process.

The strategic planning process begins by determining what the organization wants to achieve throughout a reasonable period of time. In the past, standard business practice was to plan for long periods, such as five, ten, or twenty years — but in today’s volatile business climate, most organizations plan for shorter periods such as one, three, or at most, five years.

For your organization to remain competitive, it is essential to revisit your strategic plan frequently, and explore the business climate in your organization’s field to understand changes that may affect your organization and its strategy. As HR Strategy Consultants, we will evaluate your organization’s current business situation and determining where it wants to go in the future. Managing strategy is never “cast in concrete” – it is a continuous, recurring process.

Developing a strategic plan

Strategy Planning Consultants Pune
  • Establish why the organization exists, its mission
  • Define what you want the organization's near future to be.
  • Establish what needs to be done - and what needs to be done differently - to reach the stated objectives.

Crafting a Mission Statement

Organizational strategy consists of concisely, clearly, and carefully communicating to everyone in the organization where the organization is headed, which is the first step in creating a mission statement. We help the top management describe what the organization is today, and what it values, in succinct and measurable terms.

When developing a strategic plan for your organisation we start by asking the founders or top managment a series of questions that will produce the information we need to take the next step in defining the organization’s future direction.

Sample Questions:

  • What are your plans for growth?
  • What is your ethics statement?
  • What are your competitors doing that you aren't doing?
  • What sets you apart from the competition?
  • What changes have occurred in your industry or service area?
  • How has globalization affected your organization?
  • Have your competitors entered the global market?
  • Is your technology up to date?
  • How will changes in your strategy affect your employees?
  • What effect will the changing demographics have on your strategy?

HR Strategy in Motion

Step 1

Put your strategic plan into motion

Step 2

Communicating the plan with employees

Step 3

Link HR planning to the strategic plan

Organizations need to set a strategic direction to know where they are headed and how they are going to get there. HR managers, along with managers of other departments, should be key players in defining the strategic plan. Once the plan is developed, attention should be paid to developing an HR plan that links to and supports the organization’s strategic plan. Without the right people in the right positions, odds are the strategic goals won’t be met. A succession plan also must be included in the workforce planning process to ensure the organization has successors in case of a vacancy or for growth.

Related Service