The HR roadmap is an essential tool for aligning the objectives of all teams with those of general management.
This strategic document defines the objectives, priorities and actions to be undertaken by the human resources department to support the company’s global initiatives.
Léna Basile, founder of Méta4Human, part-time HR director and HR consulting coach, and expert in employee engagement, explains why it’s crucial to implement such a strategy.
Why create an HR Roadmap?
The HR roadmap presents several advantages for your company:
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Creating alignment between everyone:
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Inter-departmental alignment, between the challenges of general management, those of the HR department and those of other departments,
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The same level of knowledge of each other’s issues and priorities,
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Identifying a common goal to serve internal customers,
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More (and better!) team cohesion: for even stronger talent retention and commitment,
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Clarify expectations, issues and objectives: everyone has the same level of understanding and knowledge of the target.
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Agree on the how? How do we work together? How do we make it work? How can we communicate more efficiently? What do we do when things don’t work out?
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Give perspective to our actions: timetable, rhythms, rituals, major exchanges, intra-departmental but also inter-departmental and even company events,
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Valuing everyone: An opportunity to focus on N-1 results: what worked? What went wrong? What are our KPIs by department (“Ah right? Did you do all that at last year’s training course?”, “Wow, I didn’t realize there had been so many recruitments …”, “Honestly, congratulations on this fine progression, we can be proud of ourselves! “) and of course: enhancing the collective!
- Find a common identity: using the Coat of Arms, for example.
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Identify our differences and complementarities to turn them into a strength.
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Take the time together to co-construct, reflect and become aware of the individual and the collective: thanks to different tools: lego construction, for example, human factor fresco, commitment fresco, or by organizing cognitive bias workshops, etc.
4 essential steps to work on your Roadmap
1. Work on team identity
Who are we as individuals and as a team? What are our strengths and skills? What are our common projects and future goals? Take a day or two to get away from it all, reflect and get to know each other better, in order to develop cohesion and synergy for greater commitment and performance.
2. Share the results (successes and failures) of the past year/period:
Highlight the year’s achievements, KPIs, projects, difficulties and challenges, both individually and collectively.
3. Co-constructing the Roadmap together
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Individual,
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Interservices (Binomials or trinomials),
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Common and management,
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4. Follow this Roadmap regularly, individually and collectively:
Highlight successes, provide feedback on difficulties encountered, monitor success indicators and the concrete results of actions implemented (or not!) on a monthly, quarterly and/or year-end basis.
3 tips from the expert!
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Transparency about what’s at stake, but also about successes and failures/difficulties. After all, we’re all human beings!
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Trust: co-constructing means doing things together, and therefore perhaps differently from what you would have done on your own…
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Creativity : developing creativity opens up the field of possibilities and enables everyone to express themselves. It also develops collective intelligence.
“When we develop the collective, it’s not multiplied by X, but exponent X”
The more brains we have, the more we develop human wealth and therefore performance!
This article was written by Léna Basile, founder of Méta4Human, part-time HR Director and HR Consultant Coach, expert in employee engagement.
Would you like support in building your roadmap, or would you like to find out more about how to develop the commitment of your HR teams? Contact her on her website or directly via Linkedin.
