People Strategy 2011/12
A People Strategy is a set of specific, prioritized choices about where and how to invest in employees.
Choices may include:
- Employee groups to grow or shrink
- Skill sets to invest in
- Performance levels required
- Number of employees/managers needed and service levels
- Types of work to in-source and outsource
A People Strategy is owned by business leaders, and it is viewed as critical to making the business strategy happen. It differs significantly from headcount and salary budgeting run by Finance. While a People Strategy may be driven by OD/HR , it is not just a strategy for the OD/HR function; it is a critical strategy tool for the organisation.
The previous People Strategy was agreed in 2008. The new one sets out a joint document between Haringey and Waltham Forest Councils following the signing of the Letter of Undertaking between the two boroughs in early 2011.
A number of focus groups and meetings have been held. The headings of the new Strategy have been agreed as:
- Leadership - The influence of the leadership on how change is accepted and implemented. Leadership is individual and collective but includes the attitudes and behaviour of top teams. Leaders should provide direction, elicit trust and align stakeholders to what needs to be done
- Good Place to Work - creating and sustaining high levels of employee engagement, motivation and commitment. It's about the psychological contract , the physical working environment, pay and benefits
- Organisational Shape and Design - Good organisation design is finely tailored to deliver council strategy though enabling its work activities. It includes workforce planning, using the Re-thinking Haringey paper
- Way we Work - Organisational values, rethinking services, flexible ways of working , maximise use of technology and office space
Further work is being undertaken with CEMB and the Senior Leadership team in Waltham Forest during early 2012.
