1. STRATEGIC HR PLANNING

2. THE BLUEPRINT Must be linked to School Strategic Plan
Vision for the future
Mission that defines what you are doing
Values that shape and underpin your actions
Strategies that determine your key success approaches
Goals and action plans to guide daily, weekly, monthly, annual actions
Measures of success

3. ANALYSIS SWOT PEST Strengths Weaknesses Opportunities Threats
Political
Economic
Social
Technology

4. VISION
Consult and communicate with other stakeholders to complement the overall vision
Ensure your vision aligns with the School business
Examples:
People first
Global employer of choice
Model of best practice
Simply the Best
Outline broadly how your vision will be achieved

5. MISSION STATEMENT
Ensure it relates to and complements the School mission statement
Include some of the key words e.g. excellence
Example:
To have the right people in the right place at the right time doing right things right to deliver excellence

6. VALUES Complement School values
Add values that will underpin your vision and mission statement
Examples:
Integrity – maintain confidentiality and professionalism
Innovation – promote and embrace change

7. STRATEGIES
School
To be NZ’s secondary school of choice for students and staff (King’s College 2013)
HR Strategy
To demonstrate excellence in HRM that positions x School as an employer of choice nationally and internationally
Objectives
Employment flexibility
Creating an equitable and diverse work force
Creating a safe and supportive workplace culture

8. OBJECTIVE
IMPLEMENTATION STRATEGIES
RESP.
DATE
PERFORMANCE INDICATORS
1.0 To demonstrate excellence in HRM that positions x School as an employer of choice nationally and internationally
1.1 To expand links for sourcing candidates
Develop Social Media sites to increase candidate data base
Create relationships with external recruitment agencies especially internationally
HR, IT HR
T3, 2014
Ongoing
Sites developed and utilised
Connections established and utilised
1.2 To create an identifiable safe and supportive workplace culture
Maintain ACC secondary level audit processes
Introduce wellness checks
Resource and promote accountability for an inclusive ‘one-staff’ culture
HR and OSH Committee
HR and Med Centre
T4, 2014
T1, 2014
Successful attainment of Secondary level ACC status
Staff participating in Health Checks
 Fewer grievances
1.3 To work towards staff representation that reflects the community of NZ
Analyse staff profiles by age, gender, ethnicity, tenure etc on an annual basis
Actively pursue the recruitment of highly skilled, diverse ‘entrepreneurial’ teachers and support staff
Statistical analysis available for future planning
Reduced age profile and greater diversity among staff

9. REVIEW Keep the plan alive and updated
Put it into a share file that can be reviewed by other members of the Senior Leadership Team. Allow comments
Be transparent – give staff viewing access
Consult with staff for new ideas and improvements
PDCA – Plan, Do, Check, Act