HR Strategic Planning
Chapter TWO presented by Sugiharto, SH.MM

Organizational Mission and
Strategy
Philosophy definitions
Planning
External identification Process
Threats and opportunity
Internal strengths and
Weakness measurement
Organization capability Predictio
on opportunity In the environme
Development Planning (strategy and goa
Organizational Mission and Philosophy definitio
rolling, maintenance application and planning evaluation

ORGANIZATION
STRATEGY
CORE
COMPETENCIES COMPETITIVE
Company ADVANTAGES
HIGH VALUE
Organizatio FOR
ns CUSTOMER
COMPETITION
ENVIRONMENT
© HRM TWO Created by
Sugiharto, SH.MM 2009

ORGANIZATION
STRATEGY
Productivity
Finance
THE EFFECTIVE
HUMAN RESOURCE
Stock Market Value
FLUENCES POSITIVELY
ON
© HRM TWO Created by
Sugiharto, SH.MM 2009

HUMAN Resource
TRANSFORMATION
Extracting and maintaining
Professional and special
Capabilities of the HR
Funding the HR Training and
Competency Development
Compensating and Remunerating
The HRs to keep their capability
To compete
Average HR Competence HR
© HRM TWO Created by
Sugiharto, SH.MM 2009

VRIO FACTORS*
COMPETITIVE
ADVANTAGE
VALUE
GLOBAL
RARENESS
COMPETITION
IMITABILITY
ORGANIZED

VRIO FACTORS*
VALUE
The HR who is able to create value, is the HR sensitive
against outside Threat and Opportunity.
RARENESS
Special capability of the HR organization which brings big
profit who has special and unique knowledge supported
by skills and capabilities.
(* VRIO Factors by Jay Barney

VRIO FACTORS*
The Organization HRs must have
special strategic value. They are not
Imitability easly be imitated by other
organization.
Competitors who are trying to imitate the other organization HRs
have to make a lot of changes on all their aspects of the HRs and
organization.
Organized
The HRs must be well organized to contribute on the
organization competitive advantage. They have to be
forced to work effectively.

ORGANIZATION’s Culture
Expected Behaviors pattern
Organization The Philosophic Values
Culture
Applied Ritual or Symbols
The loyalty of HR External
who has competence Point of View
© HRM TWO Created by
Sugiharto, SH.MM 2009

s are made
Planning on HR up of people
who are
represent one
of the
organization’
Its supply of s most
HR must be
valuable
Towards this
sufficient to
ensure assets.
object of
healthy continuing
operation of healthy
the operations, or
organization ganization
requires HR
planning.
© HRM TWO Created by
Sugiharto, SH.MM 2009

Defining Planning on HR
COMPANY
Financial Resources
Physical Resources
Human Resources
Specifically, HR Planning is analyzing process and
identification of fulfilling the needs of sufficient HR, according
on the organization needs and demand which are effectively
and efficiently operating the tasks toward organization goals.

INFLUENCE FACTORS on Planning on HR
HR Planning
Organization’s And Policy for:
Strategy The NEED of Recruitment
HR
Organization’s On Level Quality Selection
Culture Training and
Development
Competition
Compensations
Financial Financial
Environment Resources Management on
availability productivity
Employee
Recent Adjustment
organization’s
condition

Planning on HR Activities
1 Analyzing and developing the recent HR profiles
2 Reporting and inventorying HR
To decide the HRD strategy in the future by adjusting to the
recent challenges and needs.
Individual selection for training development
To decide the career path, transfer and promotion
Challenges and Threats identification on HR as early as
possible to create prevention by The organization

Planning on HR
JOB Analysis
JOBs Description
JOBs Specification
JOBs Evaluation
© HRM TWO Created by
Sugiharto, SH.MM 2009

JOBs Description
Describing the jobs description
Both Verbally and written
As guidance for the new recruit
On how to accomplish the tasks
To compare between the actual
Jobs done and the job description
In performance evaluation
© HRM TWO Created by
Sugiharto, SH.MM 2009

JOBs Specification
Tells about the tolerable minimum qualifications
of HR to be able accomplishing the tasks.
Identifying
The Knowledge
The Expertise
The Capability
The Effectiveness of
doing the tasks

Planning on HR
External Environment Analysis
To identify The Government factor
The Economic Condition
Demographic factor
Available HR Composition
HR Level Competition
Working pattern
© HRM TWO Created by
Sugiharto, SH.MM 2009

FORECASTING on HR
Predicting the future bases on the recent and past information
Creating level analysis on external environment factors
Identifying the organization’s strength and weakness
Predicting the needs of HR in adjusting with organization strategy
Short Term approx. 6 months – 1year
(routine process)
Mid. Term approx. 1 – 5 years
(complicated process)
Long Term approx. 5 years <
© HRM TWO Created by
Sugiharto, SH.MM 2009

The External offers
FORECASTING on HR
The Internal offers
Inflow Sources UNIT Outflow Sources
Transferring Quitting
LEVEL
HR HR Promotion
Promoting Objectives
in in
Retire
Recruitment Recent
Human Death – R.I.P
Re - Calling Resources Get fired
© HRM TWO Created by
Sugiharto, SH.MM 2009

THANK YOU
For
LISTENING
HRM-TwO
Presented by
Sugiharto,SH.MM
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© 2009
© HRM TWO Created by
Sugiharto, SH.MM 2009