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10 strategies and tactics for Human Resources Manager

What is Human Resources Manager strategy?

Team success often hinges on the ability to develop and implement effective strategies and tactics. It's a bit like playing chess, except that you have more than 1 player on each side.

Crafting the perfect Human Resources Manager strategy can feel overwhelming, particularly when you're juggling daily responsibilities. That's why we've put together a collection of examples to spark your inspiration.

Transfer these examples to your app of choice, or opt for Tability to help keep you on track.

How to write your own Human Resources Manager strategy with AI

While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI generator below or our more complete goal-setting system to generate your own strategies.

Human Resources Manager strategy examples

We've added many examples of Human Resources Manager tactics, including a series of action items. We hope that this will make these examples as practical and useful as possible.

Strategies and tactics for implementing Best Practices in Human Resources Management

  • ⛳️ Strategy 1: Enhance employee engagement

    • Conduct regular surveys to gauge employee satisfaction and gather feedback
    • Organise team-building activities to foster collaboration and improve team dynamics
    • Implement an employee recognition programme to acknowledge and reward achievements
    • Facilitate open communication channels for employees to voice their concerns
    • Encourage flexible working arrangements to improve work-life balance
    • Provide opportunities for career development and growth within the organisation
    • Establish a mentorship programme to support personal and professional development
    • Develop a feedback loop that encourages constructive discussions between employees and management
    • Celebrate milestones and achievements to boost morale and create a positive workplace culture
    • Promote diversity and inclusion initiatives to ensure an equitable work environment

  • ⛳️ Strategy 2: Improve talent acquisition and retention

    • Develop a comprehensive employer branding strategy to attract top talent
    • Optimise recruitment processes to reduce time-to-hire and improve candidate experience
    • Utilise data-driven recruitment analytics to make informed hiring decisions
    • Implement a robust onboarding programme to ensure new hires integrate smoothly
    • Monitor and analyse employee turnover rates to identify areas for improvement
    • Offer competitive compensation and benefits packages to retain top employees
    • Conduct exit interviews to understand reasons for employee departures
    • Strengthen internal mobility programs to promote career advancement opportunities
    • Establish partnerships with universities and training institutes for talent pipelines
    • Leverage social media platforms and professional networks to reach potential candidates

  • ⛳️ Strategy 3: Develop a performance management system

    • Define clear performance metrics and key performance indicators for each role
    • Conduct regular performance reviews to evaluate employee progress and provide feedback
    • Use performance management software to streamline and automate the appraisal process
    • Implement continuous coaching and development sessions to address performance gaps
    • Set SMART goals that align with the organisation's strategic objectives
    • Provide training sessions to managers on effective performance management practices
    • Encourage a culture of self-assessment and personal accountability among employees
    • Link performance outcomes to rewards and recognition to motivate employees
    • Monitor and adjust performance management systems based on evolving needs
    • Use performance data to identify and support high-potential employees for future leadership roles
employee-engagementtalent-acquisitionhuman-resources-managertalent-acquisition-specialisthr-departmentrecruitment-team
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Strategies and tactics for improving employee training and growth

  • ⛳️ Strategy 1: Customise training programmes

    • Conduct a skills gap analysis to identify specific training needs
    • Develop personalised development plans for employees
    • Incorporate a variety of training methods such as e-learning, workshops, and on-the-job training
    • Provide industry-specific training modules
    • Ensure training sessions are interactive and engaging
    • Regularly update training content to reflect industry trends
    • Create a mentorship programme to pair employees with experienced mentors
    • Offer certification and accreditation opportunities
    • Solicit feedback from employees regarding training effectiveness
    • Track employee progress and adjust training plans as needed

  • ⛳️ Strategy 2: Encourage continuous learning

    • Provide access to an online learning platform with diverse courses
    • Implement a learning and development budget for each employee
    • Organise quarterly knowledge-sharing sessions within teams
    • Encourage employees to attend industry conferences and events
    • Promote a culture of learning through internal communications
    • Integrate learning objectives into performance reviews
    • Reward employees who demonstrate continual learning and development
    • Provide opportunities for cross-training within different departments
    • Offer lunch-and-learn sessions on relevant topics
    • Allow time during work hours for personal development activities

  • ⛳️ Strategy 3: Measure the impact of training programmes

    • Set specific, measurable goals for each training initiative
    • Conduct pre- and post-training assessments to measure knowledge gain
    • Collect feedback via surveys immediately after training sessions
    • Monitor employee performance metrics following training interventions
    • Evaluate the return on investment (ROI) of training programmes
    • Compare training outcomes with industry benchmarks
    • Track career progression and promotion rates of trained employees
    • Hold regular review meetings to discuss training results
    • Adjust training strategies based on collected data and insights
    • Share training success stories within the organisation to reinforce the value of training
trainingdevelopmenttrainerhr-managerlearning-and-developmenthuman-resources
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Strategies and tactics for achieving a better work and home life balance

  • ⛳️ Strategy 1: Prioritise tasks and set boundaries

    • Identify your most important tasks at work and home
    • Create a daily schedule that includes blocks of time for both work and personal activities
    • Set clear boundaries with colleagues and family about your working hours
    • Use productivity tools to manage your time effectively
    • Ensure you schedule regular breaks throughout your workday
    • Communicate your boundaries to colleagues and ask them to respect your time
    • Turn off work notifications after working hours
    • Set a regular work end time and stick to it
    • Create a dedicated workspace at home to separate work from personal life
    • Reflect weekly on your balance and adjust as needed

  • ⛳️ Strategy 2: Enhance personal well-being

    • Incorporate physical exercise into your daily routine
    • Dedicate time each day for self-care or relaxation activities
    • Have a regular sleep schedule to ensure adequate rest
    • Engage in hobbies or activities that interest you outside of work
    • Practise mindfulness or meditation regularly
    • Stay connected with friends and family through regular communication
    • Seek professional support if feeling overwhelmed or stressed
    • Set personal goals unrelated to work or school performance
    • Limit screen time, especially before bed
    • Reflect on your personal achievements and celebrate them

  • ⛳️ Strategy 3: Optimise efficiency at work

    • Use a prioritisation method like the Eisenhower Box to manage your workload
    • Delegate tasks where possible to colleagues or family members
    • Batch similar tasks together to increase efficiency
    • Take advantage of technology for task automation
    • Set specific goals for each workday to stay focused
    • Regularly review and optimise your workflows
    • Avoid multitasking to improve concentration
    • Plan your week ahead each Friday or Sunday
    • Seek feedback from colleagues to improve processes
    • Encourage effective communication and teamwork within your work environment
time-managementpersonal-well-beingproject-managerhuman-resources-specialistwellness-teamproductivity-team
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Strategies and tactics for improving employee engagement NPS score

  • ⛳️ Strategy 1: Enhance communication and feedback loops

    • Conduct monthly town hall meetings to share company updates and address employee concerns
    • Implement an anonymous online feedback platform to gather honest employee opinions
    • Establish regular one-on-one check-ins between employees and their direct managers
    • Create cross-departmental teams to work on company-wide projects and initiatives
    • Train managers on effective communication techniques and active listening skills
    • Develop an internal newsletter to keep employees informed about important events and changes
    • Host quarterly focus group sessions to discuss specific areas of employee experience
    • Utilise surveys to gather input on new policies and programmes, ensuring transparency
    • Set up suggestion boxes in the office for employees to propose ideas for improvement
    • Regularly update staff on action taken from feedback to demonstrate responsiveness

  • ⛳️ Strategy 2: Foster a supportive and inclusive work culture

    • Launch a diversity and inclusion programme with regular training sessions
    • Organise quarterly team-building activities to strengthen team bonds and trust
    • Introduce mental health support resources, such as access to a counsellor or wellness app
    • Create employee resource groups for various interests and demographics
    • Ensure managers receive training on recognising and mitigating unconscious bias
    • Provide opportunities for peer recognition, such as an 'Employee of the Month' programme
    • Schedule regular social events and team outings to encourage informal engagement
    • Implement flexible work arrangements, such as remote work and flexible hours
    • Facilitate 'buddy' systems for new employees to ease their integration
    • Maintain an open-door policy for employees to discuss any concerns with HR

  • ⛳️ Strategy 3: Invest in professional development and career growth

    • Offer regular skill enhancement workshops and training sessions to employees
    • Create personalised development plans through annual review meetings
    • Set up a mentorship programme to pair employees with experienced leaders
    • Encourage lateral movement within the company by promoting job shadowing opportunities
    • Sponsor employees to attend relevant external conferences and seminars
    • Provide access to online learning platforms for continuous learning
    • Recognise and reward employees who pursue further education or certifications
    • Establish a clear career path framework to illustrate growth opportunities
    • Conduct regular performance reviews to identify areas for improvement and advancement
    • Allocate funds for higher education scholarships for employees aiming to upskill
engagementfeedbackhuman-resources-managerteam-leaderdiversity-and-inclusion-teamtraining-and-development-team
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Strategies and tactics for recognising achievements and contributions at employee appreciation events

  • ⛳️ Strategy 1: Create a structured recognition programme

    • Develop clear criteria for what constitutes an achievement or contribution
    • Set up a nomination process where colleagues can recommend peers
    • Establish a review committee to evaluate submissions
    • Create a timeline for regular recognition intervals
    • Design awards or tokens of appreciation that align with company values
    • Communicate the programme criteria to all employees
    • Announce nominations and recognitions during events
    • Incorporate feedback mechanisms for improvements
    • Regularly update the programme to ensure relevance
    • Celebrate recognitions company-wide through newsletters or announcements

  • ⛳️ Strategy 2: Implement a peer recognition system

    • Introduce a digital platform for peers to submit recognition messages
    • Set guidelines for what qualifies as noteworthy recognitions
    • Promote the platform through internal communication channels
    • Highlight peer recognitions during appreciation events
    • Encourage managers to participate actively in the process
    • Share inspiring peer recognition stories at events
    • Provide incentives for participating in the peer recognition process
    • Analyse data from recognitions to identify frequent contributors
    • Include peer recognition statistics in event presentations
    • Review and update the system based on employee feedback

  • ⛳️ Strategy 3: Incorporate creative recognition techniques

    • Organise themed appreciation events to make them memorable
    • Use multimedia presentations to highlight achievements
    • Invite external speakers to emphasise the value of recognition
    • Create personalised thank you notes from management
    • Develop a recognition wall or board in the office space
    • Record video messages from leaders acknowledging contributions
    • Arrange for employee spotlights in company newsletters or online
    • Implement a travelling trophy or symbol for various accomplishments
    • Host surprise recognition announcements during events
    • Incorporate interactive activities celebrating achievements
employee-recognitionappreciation-eventscommittee-membermanagerhuman-resourcesevent-planning
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Strategies and tactics for promoting Anti-Racism Within the Organisation

  • ⛳️ Strategy 1: Educate and Raise Awareness

    • Create mandatory anti-racism training sessions for all employees
    • Distribute anti-racism educational materials regularly
    • Host periodic webinars featuring experts on racial justice
    • Develop a reading group focused on books by authors of diverse backgrounds
    • Encourage open dialogue forums where employees can discuss race issues
    • Collaborate with racial justice organisations for guest speakers
    • Create a resource list of films and documentaries on racial issues
    • Implement a mentorship programme connecting diverse employees
    • Incorporate anti-racism topics into leadership training
    • Set up an anti-racism resource and learning centre accessible to employees

  • ⛳️ Strategy 2: Assess and Revise Policies

    • Conduct an audit of existing policies to identify biased practices
    • Establish a task force to review and propose policy changes
    • Update the recruitment process to eliminate potential racial bias
    • Ensure diversity in decision-making positions
    • Implement a clear reporting system for racial discrimination
    • Review and revise the organisational code of conduct
    • Regularly evaluate the effectiveness of revised policies
    • Incorporate diverse voices in policy-making through focus groups
    • Consider an external consultant for impartial advice on policies
    • Regularly report on the progress and impact of policy changes

  • ⛳️ Strategy 3: Foster an Inclusive Culture

    • Celebrate cultural diversity with themed events and recognitions
    • Encourage participation in community events focused on racial equality
    • Develop an employee resource group for underrepresented ethnicities
    • Set up a diversity and inclusion steering committee
    • Share stories and experiences of employees from diverse backgrounds
    • Include anti-racist values in the organisation's mission statement
    • Provide safe spaces for employees to discuss race-related issues
    • Recognise and reward initiatives that promote inclusion and diversity
    • Survey employees on inclusion and implement feedback
    • Collaborate with external diversity networks to gain additional insights
anti-racisminclusiondiversity-consultanthuman-resources-managerdiversity-and-inclusion-teampolicy-review-task-force
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Strategies and tactics for implementing a performance management process

  • ⛳️ Strategy 1: Design the performance management framework

    • Conduct a needs assessment to understand current performance gaps
    • Research best practices in performance management
    • Develop performance measurement criteria aligned with organisational goals
    • Create a performance review cycle timeline
    • Define clear roles and responsibilities for all stakeholders
    • Develop tools and templates for performance documentation
    • Incorporate feedback mechanisms into the process
    • Ensure alignment with legal and compliance standards
    • Communicate the framework draft to leadership for feedback
    • Finalize the framework and prepare for implementation

  • ⛳️ Strategy 2: Implement the performance management process

    • Train managers and employees on the new performance management system
    • Launch an organisational communication campaign to introduce the process
    • Provide ongoing support and resources to managers for effective implementation
    • Set up a digital platform for tracking performance metrics
    • Schedule initial performance review meetings
    • Collect and document performance data consistently
    • Facilitate regular check-ins between employees and managers
    • Encourage open dialogue and feedback during performance reviews
    • Analyse performance data for continuous improvement opportunities
    • Adjust implementation based on initial feedback and observations

  • ⛳️ Strategy 3: Evaluate and improve the performance management process

    • Conduct post-implementation surveys to assess satisfaction and effectiveness
    • Collect qualitative feedback from managers and employees
    • Identify success stories and areas for improvement
    • Analyse key performance metrics against initial goals
    • Compare current and past performance data to evaluate impact
    • Organise focus groups to discuss improvement suggestions
    • Review feedback with leadership for strategic insights
    • Initiate updates to the process based on evaluation outcomes
    • Plan ongoing training and development based on performance gaps
    • Set timelines for regular evaluation of process effectiveness
performance-managementframework-developmentmanageremployeehuman-resourcesleadership
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Strategies and tactics for building a reward incentive program

  • ⛳️ Strategy 1: Define clear objectives and rewards

    • Identify key tasks and goals that need to be incentivised
    • Set measurable benchmarks for each task or goal
    • Determine appropriate rewards for different levels of task completion
    • Establish criteria for earning rewards within the programme
    • Create a reward catalogue with tangible and intangible incentives
    • Align rewards with employee preferences and organisational goals
    • Develop a reward distribution schedule and communicate it clearly
    • Incorporate feedback from participants to adjust objectives and rewards
    • Ensure rewards are sustainable within the programme budget
    • Monitor satisfaction and effectiveness of current rewards

  • ⛳️ Strategy 2: Implement a transparent tracking and evaluation system

    • Select a digital platform to track task completion and progress
    • Create user-friendly interfaces for employees to track their own progress
    • Automate notifications for upcoming deadlines and milestones
    • Develop a point system to quantify progress and reward eligibility
    • Enable team leaders to access dashboards for performance evaluation
    • Regularly report on individual and team standings within the system
    • Integrate feedback mechanisms for continuous improvement
    • Offer training sessions on utilising the tracking system
    • Ensure data privacy and protection within the tracking platform
    • Periodically audit the system to maintain accuracy and reliability

  • ⛳️ Strategy 3: Foster a motivational and supportive environment

    • Encourage peer recognition for completed tasks and goals
    • Organise workshops on goal-setting and task management
    • Provide mentorship opportunities for skill and career development
    • Recognise achievements publicly through awards or announcements
    • Create a platform for employees to share success stories and tips
    • Establish team competitions to encourage collaboration
    • Offer non-monetary incentives such as additional time off
    • Regularly communicate programme updates and success stories
    • Solicit feedback on workplace culture and environment improvements
    • Address any barriers or challenges faced by participants promptly
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Strategies and tactics for improving Overall Organisational Effectiveness

  • ⛳️ Strategy 1: Enhance delivery efficiency

    • Conduct a workflow analysis to identify bottlenecks
    • Implement project management tools for better tracking
    • Prioritise tasks based on urgency and importance
    • Encourage open communication to prevent misunderstandings
    • Regularly review and adjust processes for continuous improvement
    • Provide training on time management for all team members
    • Set clear objectives and expectations for each project
    • Utilise data analytics to optimise resource allocation
    • Develop a feedback loop to gauge client satisfaction
    • Benchmark against industry standards to maintain competitiveness

  • ⛳️ Strategy 2: Ensure robust governance

    • Establish a clear governance framework with defined roles
    • Create a code of conduct for all employees
    • Set up a governance committee to oversee compliance
    • Implement regular audits to ensure adherence to policies
    • Develop risk management strategies to mitigate potential issues
    • Encourage transparency in decision-making processes
    • Provide governance training sessions for leadership teams
    • Conduct stakeholder engagement initiatives regularly
    • Utilise technology to track compliance metrics
    • Assess governance policies annually to ensure relevance

  • ⛳️ Strategy 3: Foster a positive organisational culture

    • Define and communicate core organisational values
    • Encourage an open-door policy for expressing concerns
    • Implement recognition programmes for employee achievements
    • Facilitate team-building activities to strengthen collaboration
    • Promote work-life balance through flexible working hours
    • Offer professional development opportunities
    • Foster an inclusive environment by promoting diversity
    • Collect feedback through anonymous surveys to gauge morale
    • Encourage leadership to model positive behaviours
    • Celebrate cultural events and milestones to build community

  • ⛳️ Strategy 4: Drive organisational change

    • Identify key areas in need of change through stakeholder analysis
    • Clearly communicate the vision and benefits of change
    • Develop a structured change management plan
    • Engage change champions to lead initiatives
    • Implement change in phases to manage impact
    • Monitor progress through regular reports and updates
    • Provide training for employees to adapt to changes
    • Address resistance by listening and offering support
    • Celebrate quick wins to maintain momentum
    • Evaluate the change process to learn for future initiatives
organisational-effectivenessgovernanceproject-managergovernance-officerhuman-resourcescompliance-team
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Strategies and tactics for implementing a Recruitment Strategy for Animal Emergency Australia

  • ⛳️ Strategy 1: Utilise multi-channel sourcing

    • Partner with job boards like Seek, Indeed, and Kookaburra to post job openings
    • Establish partnerships with universities for a steady flow of graduate placements
    • Target international markets such as the UK, US, and Canada through social media campaigns
    • Develop an international recruitment campaign focusing on relocation packages
    • Create video content showcasing AEA as a preferred employer
    • Host webinars and virtual career fairs to engage with potential candidates
    • Build a database of passive candidates for future opportunities
    • Collaborate with international recruitment agencies
    • Utilise employee referrals to access local and international talent
    • Review and analyse recruitment metric data to refine strategies

  • ⛳️ Strategy 2: Enhance employer branding and workplace culture

    • Develop a compelling Employee Value Proposition focusing on professional growth
    • Share regular employee success stories on social media platforms
    • Expand mental health initiatives and psychological support programs
    • Organise regular team-building activities and social events
    • Establish a recognition program to reward outstanding contributions
    • Conduct employee surveys to assess satisfaction and gather feedback
    • Regularly review and adjust compensation to remain competitive
    • Offer employee perks such as pet care discounts and health resources
    • Increase presence on employer-review platforms like Glassdoor to improve ratings
    • Implement communication channels to enhance employee morale and engagement

  • ⛳️ Strategy 3: Improve candidate experience and streamline the recruitment process

    • Create a mobile-friendly application process with minimal steps
    • Implement an AI chatbot for initial candidate queries and FAQs
    • Launch a candidate portal for real-time updates during the recruitment process
    • Ensure feedback is provided to candidates within 5 business days after interviews
    • Develop a structured onboarding program with assigned mentors
    • Conduct 90-day post-hire reviews to assess onboarding effectiveness
    • Monitor application drop-off rates and adjust processes to reduce barriers
    • Implement regular candidate experience surveys to gather feedback
    • Standardise communication templates for timely and consistent messaging
    • Introduce automation tools to schedule interviews and manage candidate workflow
recruitmentemployer-brandingrecruitment-managertalent-acquisition-specialisthuman-resourcesmarketing
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How to track your Human Resources Manager strategies and tactics

Having a plan is one thing, sticking to it is another.

Setting good strategies is only the first challenge. The hard part is to avoid distractions and make sure that you commit to the plan. A simple weekly ritual will greatly increase the chances of success.

A tool like Tability can also help you by combining AI and goal-setting to keep you on track.

More strategies recently published

We have more templates to help you draft your team goals and OKRs.

Planning resources

OKRs are a great way to translate strategies into measurable goals. Here are a list of resources to help you adopt the OKR framework:

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