HR Strategy Workshop

A successful HR strategy takes the corporate vision and strategy and translates them into customized tools and measures to meet the needs of the organization. Human resource planning, personnel marketing, recruitment, onboarding and last but not least personnel development should lead to a sustainable HR strategy.

The human resource cycle pinpoints the main aspects and phases of human resource management (see figure below), and should lead to ideas and actions that are tailored to an organization. To ensure that clear and appropriate recommendations reach the executive and management boards, HR must provide ‘translation’ support, acting as an interpreter of the company’s needs. An HR strategy workshop helps HR systematically to define and evaluate strategic implications and growth prospects, and to pave the way for rapid acceptance within the company.

Human Resource Cycle












Guaranteeing this process of definition and transfer is the aim of the USP-D HR strategy workshop.

In a concise format facilitated by USP-D, the workshop generates rapid and effective results. The event is both a guide and a way of establishing trust, inspiring participants to commit to implementation. USP-D HR strategy workshops are designed to create clear and impressive, customized strategies whose very form facilitates ongoing strategic implementation.




  1. Evaluation of existing strategies: Companies are always in pursuit of strategic targets. The same applies to a coherent HR strategy – an HR strategy must also be regularly reviewed in the light of circumstances and corporate goals, and to ensure clarity and consistency.
  2. Strategy development / modification: Demographic change, the shortage of skilled workers and growing market pressures are demanding frequent adjustments and generating considerable planning costs in the human resource sector. HR is increasingly required to help prepare the workforce for change and to promote acceptance of that change. Companies’ external environment is constantly and dramatically changing (developments in technology, statutes, values and competition), and strategies must adapt accordingly. Internally, the reallocation or loss of resources can be a key driver in altering strategic focus.
  3. Development of new strategies:A fresh strategic start is needed most often in the case of start-ups, mergers and joint ventures, and frequently also following a change of ownership or management. In the case of start-ups and SME, an effective HR strategy facilitates compliance and lays the foundations for clear and structured human resources.

Target group:

  • Human resource development staff and recruiters
  • Management
  • Steering committees

Target businesses:

  • Corporate groups
  • Group divisions
  • Medium-sized enterprises
  • Start-ups


  1. Clear aims: At the very start of each project, the USP-D strategy consultant consults with the client to establish clear project aims. This includes defining the strategy level on which the project is to operate.
  2. Selection of relevant information: The USP-D consultant and the project manager set out what key information – both available and to be obtained – is required to paint an accurate picture of the current situation.
  3. Analysis of the strategic situation: The consultant’s analytical and methodological expertise is a key benefit. The strategy status quo is reviewed from both an external and internal perspective.



  • Status assessment and precise target analysis
  • Definition of planned procedure (framework, resources and if applicable budget)
  • Definition of process and performance targets
  • Broad definition of scope and selection of suitable tools



Experienced USP-D strategy consultants ensure sound methodology, maximum staff involvement and clear positioning, guaranteeing reliable end results.

USP-D focuses on effectiveness. Our consultant measures their success on how they strengthen the problem-solving expertise of the internal company HR or strategy team. The best HR strategies are created within the team, with the assistance of external business representatives.

We provide and evaluate strategic and established HR expertise that meets all external benchmarks.

We support all internal structures that accelerate the growth of your company and strengthen your autonomy (human capital).