The HR Professionals know the SWOT Analysis and that the SWOT Analysis is useful for the designing of the HR Strategy and the implementation of the new HR Processes and HR Policies.
The HRM Professionals use the SWOT Analysis, when they have to solve a difficult business issue and the solution needs a good acceptance among the managers in the organization.
Generally, the HR Professionals do not use the SWOT Analysis in their daily life, when they have to change small parts of HR Processes and sometimes… they should use the SWOT Analysis to avoid mistakes and issues.
The SWOT Analysis is excellent tool as it can help to discover the hidden dangers and issues, mainly in the area of affecting „benefits“ of some important groups of employees. The HR Professional can easily forget about any key group of employees when changing procedures and policies and it can bring huge troubles, as the HRM Function is not prepared for a quick response. The HRM Function can be then under a huge pressure to make an exception and the whole effort can be lost easily.
The SWOT Analysis has the advantage, that the HR Professional has to address all the opportunities and weaknesses by using the strengths of the organization and it navigates the development of the new processes and procedures as the weaknesses and opportunities have to be addressed.
As the SWOT Analysis needs some time to be conducted, the HR Professional has enough time to think of all the target groups in the organization and the proper communication and solution can be prepared for them.
The HR Professional has to understand the internal logics of the SWOT Analysis.
The HR Professional has to understand the strengths of the organization and the HRM Function to be able to use them for the changes in the current HRM Policies and HRM Procedures.
