Essential Elements of Strategic Planning for HRD

Why is strategic planning important for HRD? 

HRD is a fairly new discipline. In a turbulent environment, the capacity to learn and change is more important than ever to individuals and the organizations in which they work. As part of the natural learning process of organizations and individuals, HRD must become strategic. 
The term "strategic" emphasizes the organizational perspective and connects HRD to organizational goals and objectives.

- Main stages of HRD Planning

Ideally, strategic HRD plans should take place at three levels: the strategic, tactical and operational levels of the organization. The main stages of strategic HRD planning include:

1. Identify organizational strategies, problems and developments at all possible organizational levels.
2. Examine these in relation to possible HRD implications.
3. Make strategic choices about the way in which strategies, problems, and developments can be supported by HRD programs or other formal or informal learning interventions.

- Aspects of Strategic HRD Planning

Wognum suggests that strategic planning can be characterized by four aspects of strategic HRD planning:

1. Participation
2. Information
3. Formalization
4. Decision-making

By paying attention to these four aspects, the HRD planning process should lead to strategically aligned and effective HRD programs and activities that will provide employees with the competencies they need to contribute to the achievement of organizational goals.

- Assessment of HRD Effectiveness

It is also important to determine if the HRD goals and objectives, spelled out in the strategic HRD plan, have been achieved. The results of HRD evaluation initiatives can serve as input for continuing strategic planning at all organizational levels. 

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