By Luisa De Jesus, CHRP, CHRL

As business owners approach 2021, the need for organizational planning has never been greater. Uncertainty regarding profitable business operations, layoffs, work from home productivity (and burnout), plus talent gaps are just some of the market concerns that today’s leaders are facing. According to Facebook’s survey, 31% of small and medium-sized businesses have shut down in the last 3 months. The unpredictable business climate created by the global pandemic has shown employers the importance of planning ahead, something we often push to the wayside.

What is Organizational Planning?

Organizational planning is the process of defining a company’s reason for existing. Leaders set goals aimed at realizing their organization’s full potential, outlining specific tasks that must be done in order to meet those goals. Through the planning process leaders assess their organizational needs, determining how to carry out actions and allocate resources required to meet them. Ultimately, organizational planning allows for maximization of productivity as resources become focused on areas where the chance of success is great.

There is a direct link between human resources planning and strategic organizational planning - neither can be successful without the other. It is also no secret that your people are your most valuable asset.  By integrating human resources into your planning process, this will help identify your goals, recruit, hire and then develop the right workforce to achieve them. Human resources planning allows you to quantify the results of your planning directly through your people. 

In response to employer requests for support with organizational planning,  LD Human Resources uses  a 5-step roadmap with their clients to achieve HR organizational planning success. Watch our recorded webinar for a more in-depth explanation of this process:

1. Review successes and shortfalls

Take the time to look at your organization’s performance over the past year. Consider both wins and areas for improvement. Ask yourself: were our yearly objectives met? If they were, celebrate those achievements with your staff. If you missed the mark in some areas, evaluate how far off you were and plan for better outcomes in the upcoming year. In addition, gather honest feedback from your people during this stage using surveys, focus groups or one-on-one conversations; ensure they represent a diverse group within your organization. Upon asking for feedback, be prepared to put this into action. Communicate with your staff why you are asking for it and what you are going to do with it. Further, relay the feedback so employees know you really listened, and their voices are valued.

 2. Identify gaps and opportunities 

Taking an inventory of your organization’s opportunities for improvement is vital. First, consider any development opportunities such as putting a development plan in place for one high performing employee you want to retain for the long-term. In addition, looking at client wins and shortfalls can allow you to assess if you have the right people in place. Have your clients' needs changed? If so, how can you develop your staff to better meet these needs? Investing more in the training of your employees can often help you meet new client demands. 

Covid-19 has forced many businesses to pivot their service offerings. For example, many fitness studios have had to take their business online in order to stay afloat amidst lockdowns and indoor-gathering restrictions. If your clients’ service offerings have changed, how can you pivot your own services to meet their changing needs? Changes to your own processes or service channels may be a potential solution. This, however, may require re-developing existing staff or hiring new ones to manage the digital aspects of your brand and logistics.

3. Set a plan of action

Once you have taken inventory, you will need to begin planning for the future. In determining a course of action, decide first who to involve in your organization. It is important to maximize representation from every department affected so you can obtain buy-in and mitigate any unforeseen barriers. Have your task force help you set specific targets to quantify and measure your success. Prepare a realistic timeline including delegated responsibilities to hold everyone accountable, and allocate a budget and resources to achieve your goals.

By communicating milestones, collaborating  and remaining transparent, you will have a far easier time retaining your employees during periods of turmoil. Involving them in the feedback  stage and the planning process empowers them to take ownership and help the organization improve. 

4. Customize the plan

To truly customize your HR organizational plan, you must tie it in with your overall organizational strategy. It must align with the long-term goals of your business. Consider the possibility of growth or downturn and have a “plan B” in place should circumstances out of your control, throw off your plan. If Covid-19 has taught us anything, it is that you can never be too prepared. Tailor your plan according to your industry by evaluating trends, changes and ways to navigate business interruption.

5. Evaluate your plan and goals 

Finally, by tracking and evaluating your progress against pre-determined metrics,  you can continuously re-evaluate your goals and objectives throughout the year. Assess whether or not they are still achievable and shift gears as needed to realign your targets. Performance reviews provide an excellent opportunity to provide both constructive feedback to your staff and recognize their contributions, letting them know how they have been helping the organization carry out its objectives. Real-time feedback is even better!

HR organizational planning is a vital process that can determine the success of an organization and drive its performance. The HR consultants at LD Human Resources are here  to support employers as they navigate this process and beyond.  We welcome you to reach out to us for a complimentary consultation.

About the Author

As the Founder and President of LD Human Resources, Luisa is a highly motivated and results-driven human resources professional with over 20 years’ experience in HR. Luisa is a Certified Human Resources Professional and holds a BA from the University of Toronto. She also graduated with honours, obtaining her Human Resources Management certificate in 2010.

Luisa’s expertise spans professional and financial services, construction, travel and tourism, IT, not-for profit and retail. Her key strengths include: strategic consulting; performance management, succession planning; recruitment and employee relations; organizational development and learning; and, compensation and benefits. Luisa is committed to high professional standards that link HR best practices to business objectives, delivering results within changing environments. She is a proud mother of two strong-minded young girls, and an advocate for mental health and wellness.