HR strategy is best implemented in collaboration with other departments

HR strategy

Whether your company has an internal or external HR department, it’s crucial that the HR strategy is supported by processes in other departments and vice versa. However, in practice, this isn’t always easy to achieve, and who hasn’t been in a meeting and thought that other departments are prioritizing things completely wrong in relation to the strategy that you would like to implement in your own department?

Nevertheless, in this blog post, we have set out to discuss typical scenarios where there is a need to align strategy across the company. To shed light on the topic from a professional perspective, we have teamed up with Line Østergaard Tranholm. Line is the owner of Østergaard HR and has worked with HR for several years, from startups to large companies. At Plandisc, we have had several exciting conversations with her to learn more about best practices within HR.

You can also read about how you can create transparency with visible work processes.

Today, an HR department is even more of a “must-have” than before. Companies of a certain size incorporate HR strategy into their organisation. You can create an internal department, or you can have an external consulting firm handle it.

According to Line Østergaard Tranholm, the increased focus is partly due to the fact that companies generally approach things more strategically and that there are higher expectations for how employees are treated.

Line is the owner of Østergaard HR, where the focus is on business-driven HR, and where values and culture are fundamental elements. People’s interests and development are at the center, and they offer services such as recruitment, employee and team development programs, as well as teaching and coaching.

Successful HR initiatives require a cross-sectoral overview

When it comes to recruitment, we are dealing with an area that’s closely linked to other strategic considerations across departmental management. For example, the marketing department may be looking to expand their team, which can have a crucial impact on the strategy in the finance department. All of this is then linked to the HR strategy in terms of when certain HR initiatives should be prioritized. How does this relate to ongoing talent management projects, for example? And what qualifications is the company generally seeking to get the most out of its resources and ensure good dynamics?

Line points out that one should no longer think of marketing, finance, and HR as separate disciplines. Instead, focus should be placed on internal dependencies. She explains that “the departments have separate responsibilities and meetings, but discussions about strategy are often linked to HR and staffing. Therefore, it is important to have an overview across departments. In addition, by aligning plans, unnecessary peaks in the workload can be avoided.”

Recruitment has become more challenging, and Line doesn’t hide the fact that it’s also crucial for achieving competitive advantages. As it is important in both an economic and a strategic perspective, HR work should be carried out in collaboration with other departments.

The HR strategy is dependent on the plans at management level

In general, there’s an increased focus on maximising resources. In this context, Line and Østergaard HR are concerned, among other things, with minimising pressure and stress, which will come at times. “There is a need to connect work areas with the overall strategy. The plans at management level need to be communicated effectively so that important activities are prioritised and peak workloads are made clear.” Line says.

When the connection between strategy and the daily work in departments is ensured, employees can also plan their own work better and see how it fits into the big picture. The HR department is no exception, where the allocation of resources must make sense both in an HR-strategic perspective and in relation to the overall strategy.

Do you want to learn more about Østergaard HR and their HR solutions, which include customised recruitment processes and create a foundation for development among all staff? Visit their website here:

Do you want to plan in the same way as Østergaard HR and use the circular planner from Plandisc to ensure coherence in your plans? See an HR circular planner on our website: 

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