- The near term is still unclear and will be shaped by a complex interplay of epidemiological factors, economic factors, governmental responses, and shifts in societal and consumer behavior.
- Organizations and HR departments need to be prepared for multiple possible scenarios.
- Uncertainty is a problem to overcome, not an excuse to avoid planning. Now more than ever HR needs to develop a flexible talent strategy that enables the organization to survive and thrive in any possible future.
Impact and Result
- Integrate scenario planning into the strategic planning process to prepare for a diverse set of possible pandemic outcomes. Identify the talent implications of the organization’s near-term strategies in each possible scenario.
- Build a flexible talent strategy by identifying and prioritizing HR initiatives that enable the organization’s strategies across multiple scenarios. Critically, continue to iterate on the strategy and complete scenario-specific initiatives as signals indicate a specific scenario is beginning to occur.
This guided implementation is a four call advisory process.
Guided Implementation #1 - Pause and reflect
Call #1 - Evaluate HR’s crisis response actions and uncover near-term organizational strategies for each scenario.
Guided Implementation #2 - Uncover near-term strategies
Call #1 - Identify talent implications for each scenario and determine HR initiatives to address them.
Guided Implementation #3 - Plan for each scenario
Call #1 - Prioritize HR initiatives and develop an agile and iterative action plan to deliver on HR strategic initiatives.
Guided Implementation #4 - Develop an agile action plan