How to Implement a Human Resources Strategy

Small businesses are small. They don’t have many pieces and parts that have to work together; however, they do have a few that work extremely hard. When small businesses start to grow and expand, new pieces and parts of the puzzle are always added to make the whole company run more effectively. When businesses make the jump from small to medium in size, a lot of different departments come into play. Many times human resources departments are the very last thing to be implemented because it seems like such a broad job and strategy. Yet HR departments can make employee life so much better and can help shape your company culture in a positive direction.


HR policies are put into place as guidelines for employee behavior, rewards, hiring, and training. Policies often exist at most businesses, but a HR department that implements these policies is usually reserved for big business. Whether you want to implement a HR policy or a whole department, here are a few tips for how to successfully manage the transition.


Decide Why You Need a Human Resources Policy

One of the biggest parts of implementing a successful HR policy is conveying the right purpose for it. HR is great for you and your employees because it provides your business with an outlet for staffing or personal issues; however, you want to be clear and concise with your employees when explaining why you are adding this new department to your business. The best way to go about adding a HR department or policy is to explain that the growth your company has achieved in the past year requires you to design and implement a HR strategy to ensure the company runs efficiently, effectively, and smoothly in the future. It is important to convey that there are not any pressing issues or circumstances that have made the implementation of a HR department necessary so as not to worry anyone.


You will also want to be clear with the whole business about what you expect to achieve from adding a HR department to your company. This way you can be certain that this new department is handling all its functions properly. Be sure to list all of the tasks you want your HR system to handle so that you can find and implement the right type of policy.


Define Your Company Mission and Vision 

To develop a HR policy that works well with your current company culture, you will want to write out and define a concrete vision statement for your business. This statement should list your goals, your mission, and a general roadmap for whatever direction your business is headed. Knowing the vision for the business is crucial for developing a HR department because HR workers will implement this vision internally. Having a clear vision allows HR to assist the rest of your company in reaching its goals. Your overall strategic plan for HR should flow with the rest of the business’ strategic planning.


Establish The Human Resources Department

The next step will be actually establishing a HR department and making sure its role is known throughout the whole company. This is where you will designate specific tasks that will be handled by members of the HR team. On the most basic level HR departments handle large aspects of hiring and firing employees, recruiting potential candidates, and handling interviews, payroll and benefits, behavioral policies, and rules and regulations. Typically having a concrete plan in the form of a handbook can make handling employee issues a lot easier for a HR department head.


Pair the HR Department with the Rest of the Company

After a specific HR department has been established and created, you will want to do a company overview to find out the areas where you need help. You should conduct an overview annually so that you are constantly working on problem areas to make your business the best it can be. The best way to conduct overviews is to create focus groups from each department and have them meet with your HR department. From there, solid interviews that cover every aspect of an employee’s relationship with the business should be conducted. Then, your HR department should create a plan of action to improve the workplace for the employees.


Your HR department should also work on implementing tactics to attract a talented workforce to your business. This means they should attend college job fairs, reach out to candidates on LinkedIn, and come up with an aggressive plan to hire the right kind of people.


The HR Strategy should also include standardized procedures for how information should be disseminated throughout your business. This will be helpful when employees quit or are fired and will help you achieve open communication pathways within your company.


Your HR strategy needs to contain information about every aspect of your business from paid time off to working from home to handling discrepancies. It is up to you in the end to decide how you want to handle all these different aspects within your business. However, it will be your HR department that enforces the majority of these rules and regulations.



For a HR strategy to be fully effective, you want to make sure you can measure the results. This means that you will need to determine specific objectives and goals for this department to reach. A HR department only makes sense if they are making a quantifiable difference in the way your business is run. Be sure to constantly and consistently evaluate their current strategy to be sure that they are benefiting your growing company!

Want to dig deeper?