Core values
'Reliable' and 'customer-focused' apply to everyone, which is exactly why they give no direction.
Read more about Core values
People and organisationPeople and HR strategy
The people your strategy needs
Your strategy only succeeds with the right people in the right places. And finding and keeping good people keeps getting harder. The Next Organization translates your strategy into what it asks of your people. Then we draw up a plan to attract them, help them grow and keep them.
Sound familiar?
- You do not know which skills your strategy will need in a few years
- Vacancies stay open for a long time
- New hires leave within their first year
- Every department or subsidiary handles HR in its own way
- You only spot absenteeism and staff turnover when it is too late
- Learning and development depend on personal initiative
You are not alone in this. Four in ten business owners say staff shortages are holding back their growth.
From strategy to people
An HR strategy starts with your direction, not with today's vacancies. Set what your strategy will soon require against what you have now. The gap determines where you focus, across the whole employee journey.
The employee journey
Click a stage to see what we find out
01 Attract
What we find out
Which profiles you need, and why those people would choose you
02 Onboard
What we find out
How new people get up to speed quickly and decide to stay
03 Develop
What we find out
Which skills your strategy calls for, and how people can learn them
04 Retain
What we find out
What keeps people engaged, and where they lose interest
05 Move within or leave
What we find out
How you retain knowledge and make room for new roles
For each stage, you decide what you measure, such as first-year turnover or absenteeism. That way you manage by facts rather than gut feeling.
People are not separate from the rest of your organisation. Whether they want to stay depends heavily on your Culture and leadership. Clear roles and room to make decisions are arranged in your Organisational design. And managing turnover and absenteeism requires reliable Data.
What you get
You know where the gap lies between the people you have and what your strategy demands. You have an HR plan with priorities for each stage, actions and owners. And HR helps shape the direction instead of following it after the fact.
Frequently asked questions
What is strategic workforce planning?
You determine which people and skills your strategy will need over the coming years. You then compare that with what you have now. That way you can see in good time what you need to recruit, develop or organise differently.
What is an employee journey?
The journey an employee makes with your organisation, from the first introduction to the day they leave. For each stage, you look at what employees experience and what makes the difference.
How do you hold on to good people?
Make sure they get off to a good start, because the first year is decisive. After that, show them where they can grow and learn. And listen regularly, so you pick up signals before someone decides to leave.
What role does HR play in strategy?
A bigger one than is often assumed. When HR is involved from the start, recruitment, development and rewards line up with your direction.
Expertise
Related themes
Strategy affects everything. These themes are closely connected.
Culture and leadership
A new strategy often calls for different behaviour, starting with the people who lead.
Read more about Culture and leadership
Organisational design
Organisations tend to grow around people and habits, not around their strategy.
Read more about Organisational designCurious what this means for your organisation?
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