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HR STRATEGY TEMPLATE FOR 2018
Marius	Meyer,	CEO:	SABPP
26	October	2017
@SABPP1										@sabpp_1
#HRStandards
Background
• Strategy at top of HR Competency Model.
• Strategic HR is the first HR Standard Element.
• Some HR functions ...
BUSINESS		STRATEGY	– HR	BUSINESS	ALIGNMENT
Strategic
HRM	
5.3
Talent
Management
4.1
HR	Risk
Management
6
FUNCTIONAL	&	CROS...
Strategic HR Audit Evidence
SHRM	Standard	
Requirements
Type	of	Evidence Sources	of	Evidence
HR strategy	derived	from	
org...
STRATEGIC HR
MANAGEMENT STANDARD
DEFINITION
Strategic HR Management is a systematic
approach to developing and implementin...
STRATEGIC HRM
STANDARD OBJECTIVES
1.2.1 To ensure the HR strategy is derived from and aligned to the organisation’s
object...
STRATEGIC HRM PROCESS
Framework	of	
HR	policies	&	
programmes
Environmental	
scan	(PESTL)
HR	structure,	service	
model	and...
Strategic HRM tool – 7 steps:
1. Translate overall strategic intent into HR Strategy
2. Position the Strategic HR agenda a...
Conclusion
Best wishes with your HR strategy and plans
for 2018!
We set HR standards!
professional@sabpp.co.za (Professional Registration)
hrstandards@sabpp.co.za (HR Standards)
hraudit@s...
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Hr strategy 2018 Template for 2018

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Marius Meyer, CEO: SABPP proposing an HR Strategy Template for 2018 at the 5th Annual #HRStandards Conference 2017

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Hr strategy 2018 Template for 2018

  1. 1. HR STRATEGY TEMPLATE FOR 2018 Marius Meyer, CEO: SABPP 26 October 2017 @SABPP1 @sabpp_1 #HRStandards
  2. 2. Background • Strategy at top of HR Competency Model. • Strategic HR is the first HR Standard Element. • Some HR functions underperformed in Strategic HR Management during SABPP Audits. • Strategic HR Management Assessment Tool in place. • Today we supplement it with a tool helping you to get your HR Strategy right for 2018. • Build on current practice with a stronger future focus while meeting the Strategic HRM Standard.
  3. 3. BUSINESS STRATEGY – HR BUSINESS ALIGNMENT Strategic HRM 5.3 Talent Management 4.1 HR Risk Management 6 FUNCTIONAL & CROSS FUNCTIONAL HR VALUE CHAIN HR VALUE & DELIVERY PLATFORM Work- force Planning 5.2 Learning 5.7 Perfor- mance 5.5 Reward 5.9 Well- ness 6.2 ERM 6.3 OD 5.1 HR Service Delivery 5 HR Technology (HRIS) 5.1 Prepare Imple- ment Review ImproveMEASURING HR SUCCESS 4.1 HR Audit: Standards & Metrics H R C O M P E T E N C I E S AUDITED RATINGS – OVERALL AVERAGE (25 companies audited)
  4. 4. Strategic HR Audit Evidence SHRM Standard Requirements Type of Evidence Sources of Evidence HR strategy derived from organisation objectives – key stakeholders Documents Interviews with key stakeholders CEO HR Director Key stakeholders Analyse internal & external environment and provide people solutions Presentations Documents for strategy sessions Head of HR Provide strategic direction & measurements for strategic innovation and sustainable people practices Documents Discussions Head of HR Provide a foundation for the EVP of organisation Documents Marketing material Head of HR Talent Manager Framework for HR element of GRC policies/practices Documents HR management team
  5. 5. STRATEGIC HR MANAGEMENT STANDARD DEFINITION Strategic HR Management is a systematic approach to developing and implementing long-term HRM strategies, policies and plans that enable the organisation to achieve its objectives. SABPP (2013)
  6. 6. STRATEGIC HRM STANDARD OBJECTIVES 1.2.1 To ensure the HR strategy is derived from and aligned to the organisation’s objectives in consultation with key organisational stakeholders. 1.2.2 To analyse the internal and external socio-economic, political and technological environment and provide proactive people-related business solutions. 1.2.3 To provide strategic direction and measurements for strategic innovation and sustainable people practices. 1.2.4 To provide a foundation for the employment value proposition of the organisation. 1.2.5 To establish a framework for the HR element of the organisation’s governance, risk and compliance policies, practices and procedures which balance the needs of all stakeholders. 1.2.6 To determine an appropriate HR structure, allocate tasks and monitor the development of HR competence to deliver HR strategic objectives. SABPP (2013) National Audit Score Your score 5.3 ?
  7. 7. STRATEGIC HRM PROCESS Framework of HR policies & programmes Environmental scan (PESTL) HR structure, service model and capability development People strategy HR strategic agenda Organisation’s strategic intent HR strategic agenda HR business plan People strategy Allocate roles & responsibilities (line/HR/support functions) MONITOR & EVALUATE
  8. 8. Strategic HRM tool – 7 steps: 1. Translate overall strategic intent into HR Strategy 2. Position the Strategic HR agenda as an integral part of strategic decision-making, goals and operational plans 3. Allocate HR resources and build capability to implement the HR mandate 4. Provide the contextual foundation for the development of HR policies, plans, practices and procedures 5. Allocate accountability and responsibilities for the execution of HR strategy 6. Ensure the execution of strategy is measured and monitored within the governance framework of the organisation 7. Drive continuous improvement and sustainability of HR strategy through planned reviews and integrated reporting
  9. 9. Conclusion Best wishes with your HR strategy and plans for 2018!
  10. 10. We set HR standards! professional@sabpp.co.za (Professional Registration) hrstandards@sabpp.co.za (HR Standards) hraudit@sabpp.co.za (HR Audits) events@sabpp.co.za (Stakeholder Relations) hrri@sabpp.co.za (Research) naren@sabpp.co.za (Learning & Quality) marius@sabpp.co.za (Strategy inputs) voice@sabpp.co.za (Social media) Website: www.sabpp.co.za Blog: hrtoday.me Office: 223 Jan Smuts Ave, Parktown North Tel: 011 045-5400 Fax: 011 482-4830 Cel: 082 859 3593 (Marius Meyer)

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