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Efqm 2c lisa chemnitz
 

Efqm 2c lisa chemnitz

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EFQM 2c Lisa Chemnitz

EFQM 2c Lisa Chemnitz

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    Efqm 2c lisa chemnitz Efqm 2c lisa chemnitz Presentation Transcript

    • 2c. Strategy and supporting policies are developed, reviewed and updated by Lisa Chemnitz 3 rd semester IB student International HRM Dresden, 10/01/11
    • Outline
      • 1. Introduction: strategy and supporting policies
      • 2. Vision of a perfect HR strategy
      • 3. Key targets of HR
      • 4. I nternational relevance
      • 5. Linkages
      • 6. Development HR strategy
      • 7. Approach Strategy Map
      • 8. Sources
    • 1. Introduction HR strategy = planning of personell resources for their most efficient and effective use in order to fulfil the mission and vision of the company Supporting policy = to provide guidelines to apply a strategy (e.g. Recruitment policies, Coaching policies) -> efficiency-oriented organization if people are aligned to strategy
    • 2. Vision of a perfect HR strategy high performing workforce: - stable - well motivated - involved - highly skilled working environment: - safe - non-discriminatory - efforts are properly recognized and rewarded
      • -> to create high performing, well­motivated workforce that continuously seeks to improve services
      • key aims
        • Recruitment and Selection
        • Employee Development
        • Employee Relations
        • Employee Benefits
        • Health, Safety and Welfare
      3. Key targets of HR
    • 4. International relevance
      • rapid change organizations need to develop a more focused and coherent approach to managing people
      • Employees cause biggest costs and contribute their human capital
      • Organizations become internationally
      • -> Culture: the beliefs, values, norms and management style of the organization
      • -> Organization: the structure, job roles and reporting lines of the organization
      • -> People: the skill levels, staff potential and management capability
      • -> Human resources systems:
      • the people focused mechanisms which deliver the strategy
      • ( employee selection, communications, training, rewards, career development, etc.)
    • 5. Linkages Enablers Results Innovation and Learning Leadership People Policy and Strategy Partnerships & Resources Processes People Results Customer Results Society Results Key Performance Results
    • 6. Steps in developing HRM strategy
      • Step1: analyze the company
        • Understand the business strategy -> BSC
        • define key driving forces
        • (e.g. technology, distribution,
        • competition)
        • implications of the driving forces
        • for the people
        • What do your people contribute?
        • SWOT
        • Analysis of HR department
        • (areas of operation, the service levels
        • and competences of personnel staff)
    • Step2: derive HR strategy - set up most effective ways to attract, motivate, develop new and existing talents - define a set of key people initiatives to support the overall business strategy - develop guidelines and decide what to focus on — and what to ignore e.g. Age management, Talent management, external recruiting providers, Competency management - ensure that HR goals and objectives are aligned with the company's vision, mission and core values
    • 7. Approach: Strategy Map
      • - graphical visualization of the action plan for HR
      • 1 page shows HR plans to achieve goals and objectives and meet expectations in four areas of stakeholders and customers , internal , organizational capability and finance
      • - 1 st step: develop a HR mission
      • e.g. "To be a key strategic business partner who proactively adresses business unit needs and directly contributes to business unit success.“
      • includes long-term plans, key-performance indicators
      • using core competencies and main driving forces to generate benefit for stakeholders
      • - needs to be reviewed and updated
      • a strategy map should “tell the story of the strategy” in a simple and clear way
    • Example Strategy Map for HR
    • Thanks for your attention!
    • 8. Sources
      • http://www.accel-team.com/human_resources/hrm_08.html
      • www.apd-consulting.ch/download.php?id=1699420,28,1
      • http://www.ehow.com/how_5869440_create-hr-strategy-map.html
      • Balanced.pdf
      • coun_human.doc
      • http://www.sfo-consulting.com/StratMap4.html
      • Buch: Lourens,Brughmanns,Harbig: „Profitables Personalmanagement“, Luchterhand 2008
      • http://2.bp.blogspot.com/_vVz2diHa308/TDnpuLkuA-I/AAAAAAAAAF4/0q1MKOf6ccE/s1600/question-mark.jpg
      • http://www.businessdictionary.com/definition/strategy.html
      • http://morethanafewthoughts.typepad.com/.a/6a00d8341f77c753ef01127917f5c328a4-320pi
      • http://www.mbexec.net/files/content_types/article/recruiting-target.jpg
      • blog.wds7.com/.../uploads/2010/11/strategie.jpg
      • http://www.itsorted.org.uk/Images/Cartoons/Model%20people%20signpost.jpg