Case study for Global Management

1. Human Resource
The Alignment, Roles and Values
with Strategic Planning

2. The Seoul Team
Brandon
Emre
Giacomo
Giodanna
Sagar
Stefanie

3. skit

4. HR Is Left Out
• In many business strategy meeting, human resource
is excluded
• Many companies do not consult with HR and tells
them to implement it
• If companies include HR, it will align with the
company strategy

5. Agenda
• Intro
• Skit
• Know your role
• What are these professionals doing
• What’s your value
• Wrap Up
• QA

6. What is the role of HR
department in supporting
strategic business
alignment?

7. What is the role of HR department in
supporting strategic business alignment?
HR Management & Employee
Development Recruitment and Selection
• Align and coordinate • Strategy for choosing
with the strategic right person vary with
ambition economy
o In boom time, HR must find
• Invest in employee to ways to attract new talent
increase productivity o In lean time, HR decides who to
retain
• Forecasts the desired
numbers of employee • Keeps “la crème de la
and what skills they crème”
must have

8. What is the role of HR department in supporting
strategic business alignment?
Compensation
Too high profitability decreases
Too low employee satisfaction descreases
Employee Laws
• Must be keep eye on law
EX: In USA, the Disability Act Amendment , expanded
what conditions can be regarded as disabled
• HR needs to be changed to avoid violating any law

9. What HR professionals in
areas of
recruiting, compensation,
training and
development, and the
generalists?

10. Think we know the answer…
Recruiting Compensation
• Generations
• First, budget.
• Salary NET à Percentage
• Benefits
• Motivation
• Process depends: • Competition
• Position • Environment à Percentage
• Age
• Skills • Depends on:
• Cultures
• Experience • Low or high positions
Example:
• Generations
• CEO: experienced, network.
Michael Page, Head Hunter • 10,000 + benefits or 20,000?
Company.
• Youngs: without
experience, numbers.
• E-tests
• Tests (theory)
• Discussion + teamwork
• Feedback
• Interviews (levels)

11. Want to add…
Training and Development Generalist
• GE launched the first • HR generalists manage
corporate university to
train their executive the day-to-day
officers operations of the HR
• Toyota university office
• 1 year free master before • They manage the admin
working or simultaneously
of the HR policies and
• Invest in top graduate
students à Acquire programs
skills/languages/experienc • Carry out responsibility in
e/voluntary
departmental
• Rotating selected
employees development:
• HR information systems
• Team building before
working (2 weeks), having • Training
FUN, socialize with new • Development
colleagues, like • Benefits
• Compensations

12. How each of these functions
might add value to the
company

13. How each of these functions might add
value to the company
Recruiting Compensation
• Most suitable candidates
• Human capital (values)
Motivation:
• IT devices • Benefits
• Little groups (2-3 people same • Rewards
background)
• Maintaining Pay Parity
• Satisfaction
• Employee retention
Outsourced Centralized
• Short-term , specific tasks and • Internal HR department
knowledge • Monitoring employees’
• Flexibility performance
• Less costs • Commitment and
• Small size companies loyalty, because of:
• Same mission
• Team building
• Shared values

14. Centralized vs Outsourced
Centralized
President
Company A
Manufacturing Marketing
Finance Dept R&D Dept HR Dept
Dept Dept
Outsourced
President
Company B
Company C
Manufacturing Human Resources
Finance Dept
Dept

15. How each of these functions might add
value to the company
Training and
Development HR Generalists
• Training of: Empowerment of:
o Languages, extra skills
• Quality of workforce
o Improve efficiency
o Leadership tools • Productivity
• Company’s aims • Help in goal attainment
• Better communication • Employee relations
between employees
• Promotion
• Employees retention

16. Q&A

17. thanks!
grazie!
obrigado!
¡gracias!
teşekkürler!
cảm ơn