At HR for Humans at Work, we aim to revolutionise the workplace experience. Gone are the days of cold, impersonal HR practices – we’re here to bring the human touch back to human resources.

Whether you’re an HR professional, manager, business owner, organisational leader, looking for work, in between jobs, employee, or another stakeholder in the workplace, our goal is simple: to make work not just work, but be more of a source of joy, fulfillment, and growth for everyone involved.

OUR MISSION

Empowering individuals to thrive in the workplace by fostering a culture of empathy, inclusion, and growth.

OUR VISION

To create a world where every person feels valued, supported, and fulfilled in their work environment, driving organisational success and societal well-being.

OUR CORE VALUES

Balance: We aim to prioritise the “human” in HR along with addressing other primordial business objectives.

Collaboration: We work together not only with each other but with everyone who has a stake in what we do – HR professionals; managers; past, present, or future employees; business owners; organisational leaders; and, other stakeholders – to achieve shared goals in humanising HR and foster a sense of belonging.

Empathy: We prioritise understanding and compassion in all interactions.

Growth: We believe in continuous learning and development for personal and professional advancement. We do what we do for progress and success in attaining common humanising HR objectives.

Inclusion: We celebrate diversity and create environments where everyone feels welcomed and respected.

Integrity: We uphold honesty, transparency, and ethical standards in all our endeavours.

OVERALL STRATEGY

The following summarises our strategic plan:

TOWS Analysis

Threats

Competition: Competition from existing HR platforms and consultancy firms may pose a threat to HR for Humans at Work’s market share and differentiation.

Economic Factors: Economic downturns or market volatility could impact businesses’ willingness to invest in HR initiatives, affecting the demand for HR for Humans at Work’s services.

Regulatory Changes: Changes in labour laws or regulations may require adjustments to HR for Humans at Work’s practices, leading to increased compliance costs or operational challenges.

Technological Disruption: Rapid advancements in technology could render certain HR practices obsolete or require significant investment in updating infrastructure and skills.

Opportunities

Growing Demand: Increasing awareness and acceptance of human-centric HR practices create opportunities for HR for Humans at Work to capture a growing market segment.

Strategic Partnerships: Collaborating with like-minded organisations, influencers, and industry experts can amplify the project’s reach and credibility.

Expansion into New Markets: The concept of humanising HR is universal, allowing HR for Humans at Work to explore expansion into new geographic regions or industry sectors.

Technological Advancements: Exploring and leveraging existing and emerging technologies can enhance the platform’s capabilities and user experience.

Weaknesses

Limited Resources: As a new venture, HR for Humans at Work may face challenges in terms of funding and manpower, potentially limiting the pace of growth and development.

Brand Awareness: Building brand recognition and reaching a wider audience may be a challenge in a competitive market dominated by established players.

Time Constraints: Balancing the demands of content creation, website development, and campaign management may stretch limited resources and impact project timelines.

Strengths

Unique Concept: HR for Humans at Work offers a fresh perspective on human resources, focusing on human-centric practices to revolutionise the workplace experience.

Team Expertise: The present and future team members all bring valuable expertise to the project.

Engaging Content: The platform will provide insightful articles, practical tips, and engaging discussions, attracting and retaining a loyal audience.

Strong Mission and Values: The mission to humanise HR resonates with a growing demand for workplace environments that prioritise employee well-being and empowerment.

HR for Humans at Work aims to address threats and identify means to compensate for its weaknesses by planning for and taking advantage of opportunities and optimising the utilisation of its strengths to achieve its mission, vision, and strategic objectives aligned with its core values.

Financial Perspective

This perspective focuses on generating initial operating funds and managing costs and financial resources efficiently while delivering high-quality HR-related content. By optimising content production processes and minimising expenses, HR for Humans at Work aims to achieve its goals within budget constraints.

Strategic Objective: Generate initial operating fund sources, and optimise content production processes to minimise costs while maintaining quality.

Key Initiative: Launch a campaign to gain initial funding for further website development, content creation, publication, and other operational expenses. Review processes and develop solutions to optimise the use of financial and other resources.

Performance Measure: Amount of funding generated. Cost per HR-related content produced, including website development, content creation, publication, and other operational expenses.

Target Result: Availability of initial funds to support operations. Decrease cost per content produced by X% (TBDL) within the next fiscal year.

Customer Perspective

The customer perspective emphasises the importance of meeting the needs and expectations of stakeholders, including the HR for Humans at Work team, HR practitioners, employees, managers, business owners, organisational leaders, and other stakeholders. By gathering feedback and tailoring content to their preferences, HR for Humans at Work aims to enhance stakeholder satisfaction and engagement.

Strategic Objective: Just compensation for project contributors. Enhance stakeholder satisfaction by providing relevant and valuable HR content.

Key Initiative: Generate funds to compensate contributors requiring such. Implement a feedback system to gather input from stakeholders and tailor content to their needs and preferences.

Performance Measure: Stakeholder satisfaction with HR-related content, assessed through surveys, and feedback mechanisms.

Target Result: Increase overall stakeholder satisfaction score to X% (TBDL) by the end of the year.

Internal Process Perspective

This perspective centers on improving internal processes related to content production and delivery. By streamlining workflows, enhancing collaboration, and reducing time-to-publish, HR for Humans at Work aims to increase operational efficiency and productivity.

Strategic Objective: Streamline content production processes to improve efficiency and timeliness.

Key Initiative: Implement available cost-effective applications to automate workflow processes and improve collaboration among project contributors.

Performance Measure: Efficiency of content production processes, including time-to-publish and editorial workflow effectiveness.

Target Result: Decrease time-to-publish content by X days and enhance editorial workflow effectiveness by X% (TBDL) within the next year.

Learning and Growth Perspective

The learning and growth perspective focuses on fostering continuous learning and development among stakeholders. Through web content, videos, and other programs, HR for Humans at Work aims to enhance HR knowledge and capabilities, empowering stakeholders to thrive in the evolving world of work.

Strategic Objective: Foster continuous learning and development among stakeholders to enhance HR knowledge and capabilities.

Key Initiative: Launch a series of programs covering various HR topics to provide continuous learning opportunities for stakeholders.

Performance Measure: Participation rates in HR-related training and development programs, as well as skill acquisition metrics.

Target Result: Increase participation in training programs by X% (TBDL) and demonstrate measurable skill improvement in key HR areas.

Innovation and Improvement Perspective

This perspective highlights the importance of driving innovation and excellence in HR practices. By implementing innovative initiatives such as the Humane HR Awards and Humane HR Magazine publication, HR for Humans at Work aims to recognise and promote thought leadership in the field, contributing to ongoing improvement and advancement.

Strategic Objective: Drive innovation in HR practices to recognise excellence and promote thought leadership in the field.

Key Initiative: Develop and oversee the implementation of innovative HR initiatives, including the Humane HR Awards and Humane HR Magazine publication.

Performance Measure: Implementation of innovative HR initiatives, such as the Humane HR Awards and Humane HR Magazine publication.

Target Result: Successfully launch the Humane HR Awards and publish the inaugural issue of Humane HR Magazine within the next year.

Key Initiatives

Here are the key initiatives that we have already started to work on:

A. Ongoing Key Initiatives

1. Website Development: We are enhancing and sustaining our online platform to provide a seamless user experience and access to valuable resources for all.
2. Content Creation: We have commenced filling our site with fresh, insightful, and useful content that empowers individuals and transforms workplaces.
3. Humane HR Awards 2024: The Humane HR Awards have been launched to celebrate people, initiatives, companies, and organisations that prioritise human-centric practices.
4. Humane HR Magazine: Plans to launch our first print edition in 2025 are now in the pipeline to reach a broader audience and deepen our impact.
5. Humane HR Perspectives – We have now launched this series featuring exclusive Q&A with founders, CEOs, HR practitioners, industry experts, thinkers, and other stakeholders to reveal practical strategies and perspectives on humanising HR for a more supportive, effective, and thriving workplace.
6. Humane HR Book Reviews – Discover honest, insightful reviews of the latest HR books on leadership, workplace culture, and employee engagement, curated by HR for Humans at Work, as part of our mission to promote more human-centred HR practices.
7. Humane HR Talk: Coming up is our new series of interviews with HR industry experts and thought leaders. By featuring discussions that explore strategies, perspectives, and visions for creating more human-centric workplaces, readers and other stakeholders benefit from valuable insights, practical tips, and inspiration to revolutionise HR practices and foster inclusive cultures. Featured interviewees also get a platform to showcase their expertise and drive across their message to global audiences.

B. Other Key Initiatives to Consider

1. Open for Work: Publish a series of interview articles to create a dynamic platform designed to connect job seekers with potential employers seeking top talent. Through this initiative, individuals actively seeking employment can showcase their skills, experiences, and aspirations to potential employers, while HR professionals, managers, business owners, and organisations gain access to a diverse pool of pre-screened candidates.
2. Inclusive Career Openings: Offer a free service for HR professionals, managers, business owners, and organisations to advertise their recruitment needs through the HR for Humans at Work website. Positions offered must be job opportunities that prioritise diversity, equity, and inclusion among other HR for Humans at Work core values in the hiring process and workplace environment along with other primordial business objectives.
3. Empowerment Workshops: Organise interactive workshops aimed at empowering HR professionals, managers, and employees with practical skills and tools to cultivate inclusive and supportive work environments.
4. Inclusive Leadership Forums: Host forums and panel discussions emphasising the significance of inclusive leadership in fostering organisational success. Bring together leaders from diverse backgrounds to share experiences and strategies for nurturing inclusivity.
5. Mentorship Program: Establish a mentorship initiative connecting experienced HR professionals with emerging talent. Facilitate knowledge exchange, skill development, and career advancement opportunities within the HR community.
6. Wellness Initiatives: Implement programs and activities promoting mental, emotional, and physical well-being in the workplace. Provide resources, workshops, and events to support employee health and resilience.
7. HR Innovation Labs: Create collaborative spaces for exploring innovative HR solutions and practices. Encourage experimentation, idea-sharing, and co-creation among HR professionals to drive continuous improvement and innovation.
8. Humane HR Summits: Host summits and conferences focused on examining trends, challenges, and opportunities shaping the future of the world of work. Bring together HR thought leaders, industry experts, and stakeholders to discuss emerging topics and share insights on navigating the evolving workplace landscape with focus on humanising HR.

LET’S WORK TOGETHER

Join us as we explore the ins and outs of HR with fresh insights, practical tips, and engaging discussions. From navigating complex policies to fostering a culture of inclusivity and empowerment, we’ve got you covered.

At HR for Humans at Work, we believe that when people feel valued and supported, they can unleash their full potential and achieve extraordinary things. So, let’s roll up our sleeves, explore the world of HR, and together, let’s make work work – for humans, by humans.

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