by Louis R. Lessig, Esquire, SHRM-SCP, SPHR, Partner, Brown & Connery, LLC
The opportunity to drive action and improve results for an HR department and its organization’s mission and vision can be derived from a focused review of results via a SWOT analysis. A SWOT analysis is designed to examine all of the factors affecting the work of an HR department. More specifically the “S” stands for Strengths, “W” for Weaknesses, “O” for Opportunities and “T” for Threats.
An honest assessment includes considering and interpreting those things which are:
- Internal to an organization, dealing with its strengths and weaknesses relative to the inner workings of the entity; and
- External issues, which will impact future choices and decisions via the opportunities and threats that exist in the area, region or industry.
By taking the time to conduct a SWOT analysis periodically, an HR department can assess the areas that need improvement, while acknowledging and celebrating the success of its strengths. Additionally, the chance to consider and reveal issues outside of the organization allows strategic decisions to be made for the utilization of limited resources in the future.
Sign up today to get guidance on:
- Step 1: Start One Step Ahead
- Step 2: Assess HR Strengths
- Step 3: Acknowledge Weaknesses
- and more…
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About the author
Brown & Connery, LLC
Founded in 1928, Brown and Connery is one of South Jersey’s oldest law firms. They practice all across New Jersey and have offices located in Westmont, Woodbury and Camden, in addition to an office in Philadelphia, Pennsylvania.
Brown and Connery has an extensive labor and employment practice and are experienced in representing employers and employees in litigation related to claims of sexual harassment, discrimination, hostile work environment, retaliation and other claims of wrongful termination. The firm’s labor and employment attorneys handle matters related to all federal and state laws and are experienced representing corporate and public entities in both union and non-union settings. They also develop training programs for employers on a variety of topics including discrimination and harassment, managing employees including performance evaluations and discipline and union avoidance.