8.79 In this section we will:

• Consider the development of a Human Resources strategy, mainly referring back to Chapter 2.

• Look at some additional considerations to assist in explaining how an enhanced Human Resources strategy can benefit the organisation.

• Explain some organisational processes that can be used by Human

Resources professionals to increase their involvement and influence throughout the organisation.

8.80 What are the key objectives of a strategy? We suggest they are:

• To influence the inclusion of risk management on the broader business agenda, particularly at board level, and influence corporate governance and internal control processes.

• To assist management in developing the organisation to ensure that it effectively balances the management of its opportunities, whilst mini-mising its risks, thereby supporting the achievement of its strategic objectives.

• To develop the role of Human Resources professionals, and the acceptance of the role change, to one of managing risk within the total range of Human Resources activities, and to increase the added value of the Human Resources function across its range of activities.

• To increase the influence on the business by changing the Human Resources role from admin to business partnership .

8.81 In Chapter 2 we outlined the steps for the development of a strategy for developing the effectiveness of the Human Resources function. The main steps are repeated here for ease of reference:

• Client survey.

• Establish targets.

• Process mapping.

• Business partnership.

• Employee sensing survey.

• Strategic human resources.