{"id":4696,"date":"2022-04-07T09:06:38","date_gmt":"2022-04-07T07:06:38","guid":{"rendered":"https:\/\/curit.dk\/?p=4696"},"modified":"2026-04-14T09:08:12","modified_gmt":"2026-04-14T07:08:12","slug":"hr-part-3-strategic-hr-drives-business-goals","status":"publish","type":"post","link":"https:\/\/curit.dk\/en\/hr-del-3-strategisk-hr-er-motoren-under-forretningsmaalene\/","title":{"rendered":"HR - Part 3 - Strategic HR is the engine behind business goals"},"content":{"rendered":"

Strategic HR has perhaps never been more important than now. The labour shortage means companies need to work hard to retain and optimise the return on their employee resources and ensure that new hires accurately match not only current, but also future skills needs. The heated labour market leaves little room for error, so how do you get the skills mix right to match your business goals?<\/p>\n

 <\/p>\n

The HR strategy should always include goals and plans for how the organisation will get and retain the right skills, in the right quantity, at the right price, in the right place and at the right time in the coming strategy period.<\/p>\n

Therefore, the HR strategy must be anchored in the company strategy. If the strategic goal is to gain a foothold in a new product category or new customer group, for example, it is a core task for HR to ensure that the right competences are in place to carry out the task.<\/p>\n

 <\/p>\n

The GAP analysis is your key tool<\/strong><\/h5>\n

This can be particularly challenging in larger organisations with many employees. They rarely have insight into the individual employee and therefore don't have a full overview of what competences the company has, where there are gaps, who can be upskilled and which courses they need to take, and which competences need to be attracted externally.<\/p>\n

 <\/p>\n

The HR module in IFS Cloud contains a range of tools that create this overview - in a streamlined, highly automated process that reduces manual work in the HR function. The main tool is a GAP analysis, which, based on the strategic goals of the company, maps competence matches and gaps. The analysis is based on the employee data collected and registered in IFS under\u00a0Performance appraisal interviews<\/a>\u00a0and on\u00a0Employee master card<\/a>. In addition to specific qualifications, data on the employee's interests and personal development wishes are also included, which is of great importance in terms of job satisfaction and retention.<\/p>\n

 <\/p>\n

Ease of use at the forefront<\/strong><\/h5>\n

The GAP analysis is comprehensive and presented with a user-friendly summary and the ability to dive into detailed results.<\/p>\n

\"\"\"\"<\/p>\n

A strategic choice based on analytical insight<\/strong><\/h5>\n

Once you have an overview, you can target the HR initiatives that best support your business strategy. Here too, IFS Cloud offers powerful tools. For example, you can view employee certifications across the organisation, including the need for new certifications to be able to perform specific tasks, take on new functions, or to participate in courses for upskilling. IFS also proactively provides training suggestions on how to develop the necessary competences and achieve the right certification levels.<\/p>\n

 <\/p>\n

The GAP analysis should also be used in conjunction with development plans for the individual employee. Succession Planning allows you to analyse the individual employee's potential for improvement and identify the opportunities that meet both the employee's own development wishes and your future needs. The solution also includes a tracking device where you can follow up that necessary courses and certifications are completed as agreed, as well as several other value-adding tools that support the competence development of your existing employees.<\/p>\n

If you want to know more about these and the other tools in the HR module in IFS Cloud, please contact Signe Henneberg, HR Consultant - email sihe@curit.dk<\/p>","protected":false},"excerpt":{"rendered":"

Strategic HR has perhaps never been more important than now. The labour shortage means companies need to work hard to retain and optimise the return on their employee resources<\/p>","protected":false},"author":6,"featured_media":4697,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[43],"tags":[],"class_list":["post-4696","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-nyheder"],"acf":[],"yoast_head":"\nHR \u2013 Del 3 \u2013 Strategisk HR er motoren under forretningsm\u00e5lene - Curit<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/curit.dk\/en\/hr-part-3-strategic-hr-drives-business-goals\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"HR \u2013 Del 3 \u2013 Strategisk HR er motoren under forretningsm\u00e5lene - Curit\" \/>\n<meta property=\"og:description\" content=\"Strategisk HR har m\u00e5ske aldrig v\u00e6ret s\u00e5 vigtig som nu. Manglen p\u00e5 arbejdskraft betyder, at virksomheder skal arbejde h\u00e5rdt p\u00e5 at fastholde og optimere udbyttet af deres medarbejderressourcer\" \/>\n<meta property=\"og:url\" content=\"https:\/\/curit.dk\/en\/hr-part-3-strategic-hr-drives-business-goals\/\" \/>\n<meta property=\"og:site_name\" content=\"Curit\" \/>\n<meta property=\"article:published_time\" content=\"2022-04-07T07:06:38+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-04-14T07:08:12+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/curit.dk\/wp-content\/uploads\/BIL2.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1400\" \/>\n\t<meta property=\"og:image:height\" content=\"766\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Nicklas\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Nicklas\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/curit.dk\\\/hr-del-3-strategisk-hr-er-motoren-under-forretningsmaalene\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/curit.dk\\\/hr-del-3-strategisk-hr-er-motoren-under-forretningsmaalene\\\/\"},\"author\":{\"name\":\"Nicklas\",\"@id\":\"https:\\\/\\\/curit.dk\\\/#\\\/schema\\\/person\\\/b64e1f10460769ca6e9b38e3163cefc5\"},\"headline\":\"HR \u2013 Del 3 \u2013 Strategisk HR er motoren under forretningsm\u00e5lene\",\"datePublished\":\"2022-04-07T07:06:38+00:00\",\"dateModified\":\"2026-04-14T07:08:12+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/curit.dk\\\/hr-del-3-strategisk-hr-er-motoren-under-forretningsmaalene\\\/\"},\"wordCount\":580,\"publisher\":{\"@id\":\"https:\\\/\\\/curit.dk\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/curit.dk\\\/hr-del-3-strategisk-hr-er-motoren-under-forretningsmaalene\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/curit.dk\\\/wp-content\\\/uploads\\\/BIL2.png\",\"articleSection\":[\"Nyheder\"],\"inLanguage\":\"en-GB\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/curit.dk\\\/hr-del-3-strategisk-hr-er-motoren-under-forretningsmaalene\\\/\",\"url\":\"https:\\\/\\\/curit.dk\\\/hr-del-3-strategisk-hr-er-motoren-under-forretningsmaalene\\\/\",\"name\":\"HR \u2013 Del 3 \u2013 Strategisk HR er motoren under forretningsm\u00e5lene - 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