After commenting on the need to have a clear process as well as templates in developing people management strategy, I thought I should share my HCM strategy development process with you.  Although I’ve been blogging about HCM for a couple of years (yes really – it’s this blog’s 2nd anniversary this month), and of course, although I have written a (/ the definitive) book on HCM, I don’t think I’ve ever actually shared this process before.  (Although I have posted on one for developing HR 2.0 strategy which I guess is basically the same.)

The key point for me is that HCM strategy starts with organisational capability / human capital, not the business strategy.  If this strategy is going to create as well as add value to the business, then the business strategy needs to be informed by, as well as supported by the HCM strategy.  So the first question is something about what are we trying to do; what type of organisation are we, or do we want to become; or more specifically, what is it about our people, or our people management strategy, that can help us ach