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Human Resources Strategy for Researchers in accordance with principles of European Charter and CodeResults of online surveyUniversity of East Sarajevo univerzitet@ues.rs.ba Luka Arabica 30, 71123
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How to fill out human resources strategy for

01
Identify the organization's goals and objectives.
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Assess the current state of the organization's human resources.
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Conduct a SWOT analysis to identify strengths, weaknesses, opportunities, and threats.
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Determine the key areas of focus for the human resources strategy, such as recruitment, retention, training, and development.
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Define the desired outcomes and specific actions for each key area.
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Develop a timeline and assign responsibilities for implementing the strategy.
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Monitor and evaluate the effectiveness of the strategy regularly.
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Make adjustments and improvements based on the evaluation results.

Who needs human resources strategy for?

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Non-profit organizations can use a human resources strategy to efficiently manage volunteers, recruit skilled individuals for key roles, and maintain compliance with regulations.
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Government agencies can use a human resources strategy to streamline recruitment processes, develop a diverse workforce, and foster an inclusive work environment.

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Human resources strategy is designed to align an organization's workforce with its long-term goals, ensuring that the right talent is in place to meet business objectives.
Typically, organizations with a certain number of employees or those involved in specific industries are required to file a human resources strategy, often mandated by government regulations.
To fill out the human resources strategy, organizations need to collect relevant workforce data, align it with their business objectives, and follow any specific reporting guidelines set by authorities.
The purpose of human resources strategy is to effectively manage an organization’s workforce, optimize talent development, and ensure compliance with employment laws and regulations.
Information typically reported includes workforce demographics, employee performance metrics, training and development plans, and any diversity and inclusion initiatives.
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