Oftentimes a great strategic plan is written, taking lots of time, but isn’t actually put into practice for a variety of reasons, such as the following:
- The plan wasn’t developed so that it could be useful.
- The plan wasn’t communicated with management and others in the HRM department.
- The plan did not meet the budget guidelines of the organization.
- The plan did not match the strategic outcomes of the organization.
- There was lack of knowledge on how to actually implement it.
There is no point in developing a plan that isn’t going to be used. Developing the plan and then making changes as necessary are important to making it a valuable asset for the organization. A strategic plan should be a living document, in that it changes as organizational or external factors change. People can get too attached to a specific plan or way of doing things and then find it hard to change. The plan needs to change constantly or it won’t be of value.
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