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SOAR Analysis Template For HR

2025-03-15 21:37
A SOAR analysis template is a handy tool for aligning HR strategies with business objectives. Using the template, you can identify strengths, assess opportunities, and define a clear vision for implementation.
A SOAR analysis is a strategic planning tool that helps organizations focus on strengths and growth opportunities. SOAR stands for Strengths, Opportunities, Aspirations, and Results.

This analysis method matches business strategy with core competencies and market potential, and provides a structured approach to aligning organizational vision and strategy with its core competencies and external opportunities.

The SOAR matrix explained

The SOAR matrix (also referred to as a SOAR framework) is a strengths-based strategic planning model that helps HR professionals align workforce initiatives with business objectives. Here’s how each component plays a role in shaping a high-performing organization:
  • Strengths: What the organization does well, such as core skills, leadership, company culture, and workforce capabilities. HR can determine strengths to help boost engagement and development.
  • Opportunities: External factors that benefit the organization, such as market trends, new technologies, or workforce shifts. You can leverage these to improve areas like recruitment, planning, and talent strategies.
  • Aspirations: The organization’s vision and long-term goals. These can include becoming anemployer of choice, enhancing workplace culture, or launching new engagement initiatives.
  • Results: Measurable outcomes that track success, such as retention rates, engagement levels, and diversity benchmarks. Clear KPIs ensure accountability and progress tracking.

When to use a SOAR analysis in HR

You can use a SOAR analysis in strategic areas to drive positive change and align HR goals with business priorities. Here are key scenarios for effective SOAR application:
  • Employee engagement strategies: Focus on strengths (e.g., a supportive workplace culture) and opportunities (e.g., using new tools for employee feedback). Track success through retention rates and surveys.
  • Change management: During transformations like mergers or tech rollouts, use SOAR to align changes with employee needs. For instance, if your company integrates new HR software, SOAR can guide seamless adoption.
  • Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives: SOAR can help identify current DEIB strengths and explore diverse hiring pipelines. Additionally, set leadership equity goals and track inclusion metrics.
  • Leadership development and succession planning: Use SOAR to recognize leadership strengths, define mentorship opportunities, set growth goals, and measure the effectiveness of your company’s current succession plan.
  • Employee learning and development (L&D): Use SOAR to identify training strengths, explore new skill-building opportunities, promote a learning culture, and track course completion rates and skill assessments.
  • HR tech adoption and digital transformation: When implementing new tools, analyze digital adoption, assess automation benefits, define AI-driven goals, and measure HR efficiency improvements.
  • Talent acquisition and employer branding: When trying to attract top talent, use SOAR to showcase company culture, improve employer branding, set industry recognition goals, and track hiring metrics.
👉🏻 Download Template SOAP (Free)

5 steps to use a SOAR analysis template

Step 1: Brainstorm strengths

Engage key stakeholders (i.e., senior leaders, managers, and employees) to identify HR’s internal strengths. This will highlight your organization’s employer brand and the areas where HR excels. You need to understand these strengths to build an effective HR strategy aligned with organizational goals.

Ask

  1. What makes the organization a great employer?
  2. Which of our HR initiatives work best?

Do

  • Use surveys, focus groups, and exit interviews to uncover strengths
  • Share insights with stakeholders.

Step 2: Identify opportunities

Explore external trends and changes that could benefit HR initiatives and workforce strategy. These can include industry shifts, technological advancements, or changes in workforce demographics.

Ask

  1. What industry trends or partnerships can help improve HR?
  2. Can any external collaborations strengthen our HR strategies?
Do

  • Stay updated on trends and industry developments through HR events
  • Use data analytics to predict workforce needs and share the insights with stakeholders.

Step 3: Define aspirations

Set a bold vision for HR’s future, ensuring alignment with organizational goals. Aspirations should be inspirational yet achievable, providing clear direction for HR initiatives.

Ask

  1. Where do we want HR to be in five years?
  2. How can we become leaders in employee experience and workplace culture?

Do

  • Engage employees in vision-setting through feedback and discussions
  • Encourage employee feedback through workshops or pulse surveys.

Step 4: Establish measurable results

Define specific, quantifiable outcomes to assess HR strategies’ effectiveness. Tie results to key performance indicators (KPIs) to track progress over time.

Ask

  1. What methods should we use to track success
  2. Which KPIs matter most in helping us achieve our goals?

Do

  • Use HR dashboards and analytics software to track progress
  • Schedule check-ins with leadership to discuss findings and adjust strategies.

Step 5: Create and implement the SOAR matrix

Organize the findings from each section into a SOAR matrix to create a structured action plan. The matrix will provide a roadmap for HR strategies and ensure alignment with broader business objectives.

Ask

  1. How can we use strengths to maximize opportunities?
  2. How do our aspirations align with external trends and internal capabilities?

Do

  • Include actionable HR initiatives in your SOAR matrix and assign responsibilities
  • Establish a timeline for execution and regularly review the matrix to refine strategies.
A SOAR analysis helps HR teams align workforce initiatives with business goals using a strengths-based approach. Unlike SWOT, which examines weaknesses, SOAR focuses on identifying and using strengths and opportunities to drive success.
In HR Academy, HR Manager you’ll learn how to conduct different types of analyses for organizational success (e.g., internal, stakeholder, and competitive advantage analysis), and how to engage and align stakeholders effectively.