Making HR Strategy without Internal Clients
The HR Strategy is a document for Human Resources and the internal clients. Many times, the HR team forgets about the internal clients. Some experts or HR Gurus like David Ulrich recommends to connect the HR Strategy with the external clients as well, but the good and functioning connection of the HR Strategy and the overall business strategy should be fine. At least for the beginning.
The HR Strategy sets the vision for HR employees and the internal clients should benefit from the given vision in better services and new HR processes. The internal client is usually no interested in the HR Strategy, but the internal clients wants to enjoy the improved and new services provided by Human Resources.
The internal clients and the HR Strategy should be aligned. The HR Strategy is not a document against the internal clients. Generally, the internal clients pay the services of Human Resources and the clients have to be satisfied with the quality and speed of the services provided to them. The HR Strategy has to be approved by the internal clients as they have to accept the limits resulting from the HR Strategy and their own price limits. It is not possible to provide excellent services for a low cost. It does not work this way.
The internal client is the main receiver of the changes provoked by the new or updated HR Strategy. HR employees have to respect the wishes of the internal clients as they have to be happy with the changes and the changes have to be a positive adjustment for them. The HR Strategy and the internal clients have to be aligned.
