Strategic Planning For HR: How To Utilize SWOT And SOAR To Ensure Long-Term Business Success
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Human resource development (HRD) professionals are increasingly being called upon to be intimately involved with their strategic planning process. Therefore, strategic HR leaders need better ways to manage uncertainty and precious resources, engage employees, and ensure the long-term viability of the business.
Taking an honest, insightful look at your Strengths, Weaknesses, Opportunities, and Threats (SWOT) can provide a framework for integrating the goals and objectives of your organization with HR’s goals and objectives. The SWOT approach allows HR to work with internal partners and incorporate their human capital needs with the organization’s goals.
Equally important is SOAR, which stands for Strengths, Opportunities, Aspirations, and Results. SOAR creates a dialogue that includes the whole system, builds trust, engagement and environmental management systems that improve performance while allowing you to plan strategically for the future.
Join us when our presenter Deddee J. Meyers, PhD, MSC, PCC, founder and CEO of DDJ Myers, Ltd., will highlight the benefits and pitfalls of SWOT and SOAR and how to integrate both when addressing highly complex organizational strategic needs. You’ll discover how to conduct a SWOT analysis and how to use SOAR for identifying strategic business goals, engaging with internal business partners, and implementing the results.
About Your Presenter
- What SWOT is and why you should use it in a business context
- The key differences between SWOT and SOAR
- How SWOT is used to triage an existing problem
- The importance of implementing SOAR as a vital HR tool
- How HR professionals can assert themselves by employing SWOT and SOAR methods
- How to recognize the strengths of your business, and why identifying weaknesses in the organization is just as important
- How to identify external opportunities that may be available
- How to evaluate external threats, beyond internal weaknesses
- How HR can engage with management to address identified threats and weaknesses while taking advantage of organizational opportunities and strengths
- And much more!
Deedee J. Myers, PhD, MSC, PCC
DDJ Myers, Ltd.
Deedee Myers is founder and CEO of DDJ Myers, Ltd. and co-founder of the Advancing Leadership Institute. For the past 20 years, she has been passionate about establishing and developing humans to thrive in any economic environment. During the past several years her Succession Planning and Leadership Development offer has been highly regarded as both innovative and best practices.
Through the Advancing Leadership Institute, Ms. Myers works with executives and managers so they live up to their potential and, in doing so, show up as a more valuable offer to their organization and community. Ms. Myers also leads a thriving recruitment practice, started in 1989, with emphasis on market risk management and asset/liability management supports. She is a frequent speaker, facilitator, and published author on leadership and management development. The coaching and consulting team she assembled has created and facilitated leadership plans and programs in the United States and international markets through community programs or within structured organizations.
Ms. Myers pioneered The Women’s Leadership Advance, a leadership program for women, and recently finished contributing to CUES Succession Planning Essentials, a publication detailing best practices in succession planning with models and sample plans and templates. Ms. Myers received her Master Somatic Coach certification from Strozzi Institute, is certified in Organizational Development from Linkage, Inc., and is a certified leadership coach from Hudson Institute with emphasis on Succession Planning.
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|Licenses / Designations / Educational Credits:||PHR / SPHR Re-Certification Credits|
All US States: 1.5
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|Keywords For This Course:|
SWOT, SOAR, strategic planning
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