Strategic HR Toolkit

Save time, empower your teams and effectively upgrade your processes with access to this practical Strategic HR Toolkit and guide. Address common challenges with best-practice templates, step-by-step work plans and maturity diagnostics for any Strategic HR related project.

Download the Toolkit and in Three Steps you will be guided from idea to implementation results.

The Toolkit contains the following practical and powerful enablers with new and updated Strategic HR specific requirements:

STEP 1: Get your bearings

Start with...


• The latest quick edition of the Strategic HR Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.


Organized in a data driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…


• Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation


Then find your goals...

STEP 2: Set concrete goals, tasks, dates and numbers you can track

Featuring 997 new and updated case-based questions, organized into seven core areas of process design, this Self-Assessment will help you identify areas in which Strategic HR improvements can be made.

Examples; 10 of the 997 standard requirements:


1. Does the service, leaflet or development/ policy have a negative impact on any geographical or sub group of the population?
   
   

2. Is there a leader who shall take the responsibility of collecting the resources for making the change happen?
   
   

3. How do you use analytics to make your current enterprise business intelligence and reporting more relevant?
   
   

4. How do other organizations resource the additional workload of an application selected for implementation?
   
   

5. What business and/or financial data does your manager believe will be most valuable for you to learn?
   
   

6. How much progress has your organization made in embracing new ways of enabling employee connectivity?
   
   

7. Why is there so little logical connection between your core business management processes and talent?
   
   

8. How do you go about developing a training program that will be really useful and make people excited?
   
   

9. Do workers understand the business strategy and how the work contributes to organization performance?
   
   

10. How can strategic HRM contribute towards the overall improvement effectiveness of your organization?
    
    


Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:


• The workbook is the latest in-depth complete edition of the Strategic HR book in PDF containing 997 requirements, which criteria correspond to the criteria in...


Your Strategic HR self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:


• The Self-Assessment Excel Dashboard; with the Strategic HR Self-Assessment and Scorecard you will develop a clear picture of which Strategic HR areas need attention, which requirements you should focus on and who will be responsible for them:
  
  


• Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix

• Gives you a professional Dashboard to guide and perform a thorough Strategic HR Self-Assessment

• Is secure: Ensures offline data protection of your Self-Assessment results

• Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:



STEP 3: Implement, Track, follow up and revise strategy

The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage Strategic HR projects with the 62 implementation resources:


• 62 step-by-step Strategic HR Project Management Form Templates covering over 1500 Strategic HR project requirements and success criteria:


Examples; 10 of the check box criteria:


1. Executing Process Group: Will a new application be developed using existing hardware, software, and networks?
   
   

2. Probability and Impact Matrix: What should be the gestation period for the Strategic HR project with this technology?
   
   

3. Team Member Performance Assessment: Should a ratee get a copy of all the raters documents about the employees performance?
   
   

4. Monitoring and Controlling Process Group: How well did the chosen processes produce the expected results?
   
   

5. Risk Audit: What expertise do auditors need to generate effective business-level risk assessments, and to what extent do auditors currently possess the already stated attributes?
   
   

6. Change Management Plan: How can you best frame the message so that it addresses the audiences interests?
   
   

7. Probability and Impact Assessment: Do the requirements require the creation of new algorithms?
   
   

8. Risk Management Plan: Market risk -will the new service or product be useful to your organization or marketable to others?
   
   

9. Project Management Plan: Are the proposed Strategic HR project purposes different than a previously authorized Strategic HR project?
   
   

10. Procurement Management Plan: Does the schedule include Strategic HR project management time and change request analysis time?


 
Step-by-step and complete Strategic HR Project Management Forms and Templates including check box criteria and templates.

1.0 Initiating Process Group:


• 1.1 Strategic HR project Charter

• 1.2 Stakeholder Register

• 1.3 Stakeholder Analysis Matrix


2.0 Planning Process Group:


• 2.1 Strategic HR project Management Plan

• 2.2 Scope Management Plan

• 2.3 Requirements Management Plan

• 2.4 Requirements Documentation

• 2.5 Requirements Traceability Matrix

• 2.6 Strategic HR project Scope Statement

• 2.7 Assumption and Constraint Log

• 2.8 Work Breakdown Structure

• 2.9 WBS Dictionary

• 2.10 Schedule Management Plan

• 2.11 Activity List

• 2.12 Activity Attributes

• 2.13 Milestone List

• 2.14 Network Diagram

• 2.15 Activity Resource Requirements

• 2.16 Resource Breakdown Structure

• 2.17 Activity Duration Estimates

• 2.18 Duration Estimating Worksheet

• 2.19 Strategic HR project Schedule

• 2.20 Cost Management Plan

• 2.21 Activity Cost Estimates

• 2.22 Cost Estimating Worksheet

• 2.23 Cost Baseline

• 2.24 Quality Management Plan

• 2.25 Quality Metrics

• 2.26 Process Improvement Plan

• 2.27 Responsibility Assignment Matrix

• 2.28 Roles and Responsibilities

• 2.29 Human Resource Management Plan

• 2.30 Communications Management Plan

• 2.31 Risk Management Plan

• 2.32 Risk Register

• 2.33 Probability and Impact Assessment

• 2.34 Probability and Impact Matrix

• 2.35 Risk Data Sheet

• 2.36 Procurement Management Plan

• 2.37 Source Selection Criteria

• 2.38 Stakeholder Management Plan

• 2.39 Change Management Plan


3.0 Executing Process Group:


• 3.1 Team Member Status Report

• 3.2 Change Request

• 3.3 Change Log

• 3.4 Decision Log

• 3.5 Quality Audit

• 3.6 Team Directory

• 3.7 Team Operating Agreement

• 3.8 Team Performance Assessment

• 3.9 Team Member Performance Assessment

• 3.10 Issue Log


4.0 Monitoring and Controlling Process Group:


• 4.1 Strategic HR project Performance Report

• 4.2 Variance Analysis

• 4.3 Earned Value Status

• 4.4 Risk Audit

• 4.5 Contractor Status Report

• 4.6 Formal Acceptance


5.0 Closing Process Group:


• 5.1 Procurement Audit

• 5.2 Contract Close-Out

• 5.3 Strategic HR project or Phase Close-Out

• 5.4 Lessons Learned


Results

With this Three Step process you will have all the tools you need for any Strategic HR project with this in-depth Strategic HR Toolkit.

In using the Toolkit you will be better able to:


• Diagnose Strategic HR projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices

• Implement evidence-based best practice strategies aligned with overall goals

• Integrate recent advances in Strategic HR and put process design strategies into practice according to best practice guidelines


Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.

Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, 'What are we really trying to accomplish here? And is there a different way to look at it?'

This Toolkit empowers people to do just that - whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc... - they are the people who rule the future. They are the person who asks the right questions to make Strategic HR investments work better.

This Strategic HR All-Inclusive Toolkit enables You to be that person.

Includes lifetime updates

Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.