What is OGSM and why is it important for HR?

OGSM stands for Objectives, Goals, Strategies, and Measures. It is a powerful method for strategic management that is increasingly being applied within HR departments. We understand that aligning HR strategies with business objectives can sometimes feel overwhelming. OGSM provides a clear structure to tackle this challenge.

For HR professionals, OGSM is invaluable. It helps translate abstract business objectives into concrete HR actions. This makes personnel policy not only reactive but also proactive and strategic. We often see HR teams struggling to demonstrate their added value. With OGSM, you can set measurable goals and clearly show the impact of HR initiatives.

The four components of OGSM for HR

Let’s take a closer look at the four components of OGSM from an HR perspective:

1. Objectives: These are the overarching goals of the organization. For HR, this means translating business goals into personnel-related objectives.

2. Goals: Specific, measurable targets that contribute to the objectives. Think of improving employee satisfaction or reducing employee turnover.

3. Strategies: The approach to achieve the goals. For example, implementing a new development program or improving onboarding.

4. Measures: Concrete dashboard metrics to monitor progress and actions, often in the form of tangible projects, to achieve the desired results. Such as quarterly measurements of employee engagement or time-to-hire statistics.

We understand that it can sometimes be challenging to fill in these components concretely for HR. It requires a different way of thinking, where HR activities are directly linked to business results. But it is precisely through this exercise that you, as an HR professional, gain more control over your strategic role within the organization.

Steps to Align Your HR Strategy with OGSM

Aligning your HR strategy with OGSM does not have to be complicated. We have noticed that many HR professionals struggle with where to start. Therefore, we have developed a simple step-by-step plan:

1. Understand the business strategy: Delve into the overall objectives of your organization.

2. Translate to HR context: How can HR contribute to these goals?

3. Set SMART goals: Make your HR objectives Specific, Measurable, Achievable, Relevant, and Time-bound.

4. Develop strategies: Think of concrete actions to achieve your goals.

5. Determine measures: Choose KPIs that provide insight into progress.

6. Communicate and involve: Share your OGSM plan with stakeholders and your team.

7. Monitor and adjust: Evaluate regularly and don’t hesitate to make adjustments.

We have seen that HR teams that follow these steps gain not only more focus in their work but also more recognition within the organization. It helps you become a strategic partner for management.

Benefits of Using OGSM in HR

Implementing OGSM in your HR strategy brings numerous benefits. We often see HR departments struggling to demonstrate their value. OGSM can be a game-changer in this regard:

• Improved alignment: HR activities seamlessly align with business objectives.

• Measurable results: Concrete KPIs make the impact of HR visible.

• Increased focus: Priorities become clear, allowing you to work more effectively.

• Better communication: A common language for strategy within the organization.

• Flexibility: Easily adaptable to changing circumstances.

We have seen HR managers grow from operational executors to strategic partners within their organizations. By embracing OGSM, you can as an HR professional concretely demonstrate your added value and take a stronger position at the board table.

Challenges and Solutions in Implementing OGSM in HR

We understand that implementing OGSM in HR is not without challenges. Many HR professionals feel overwhelmed by the change in working methods. Here are some common obstacles and how to overcome them:

1. Resistance to change: Clearly communicate the benefits and involve the team in the process.

2. Difficulty setting measurable goals: Start small and gradually build up. Look for existing data you can use.

3. Lack of alignment with other departments: Organize cross-functional workshops to identify shared goals.

4. Overly ambitious objectives: Be realistic and focus on progress, not perfection.

5. Insufficient support from management: Use pilot projects to quickly show results and garner support.

Remember that implementing OGSM is a journey, not a destination. It takes time and patience, but the results are worth it. We have seen how HR teams that persevere ultimately undergo a transformation into a more strategic and valued function within their organization. Stay focused on the long-term benefits and celebrate every small victory along the way.

Want to try it yourself? Download our templates here!