Strategic People / Human Resource Planning

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Human Resource practices today more than ever need to support, and be aligned with, the organization's business strategy and the satisfaction of customer needs. They are essential to business and organizational growth, as well as providing a basis for competitive gain. This requires the Human Resource function to take on a more Strategic role, and HR practitioners to be strategists, planners and implementers, in order to position the organization to its maximum advantage.

Human Resource Managers and Practitioners must make a conscious choice to become full strategic partners in contributing to the organization's success, or risk remaining providers of an operational function that makes a marginal difference to their organization.

Evidence shows that organizations that take a more strategic view of Human Resources, and that have integrated the HR function seamlessly into the organization's strategic planning and management, are the organizations that have successfully transformed their PEOPLE into their competitive advantage. And it is their people as the one competitive edge that once achieved and sustained, truly differentiates organizations in today's world.

This set of Powerpoint slides provides a framework to guide you through the development of a robust Strategic People (or Human Resource) Plan.

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Strategic People / Human Resource Planning

  1. 1. Copyright 2014 Haines Center for Strategic Management
  2. 2. Copyright 2014 Haines Center for Strategic Management Human resources are probably the last great cost (investment?) that is relatively unmanaged and un-reported/un-measured. BOTH !! This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-people-human-resource-planning-707
  3. 3. Copyright 2014 Haines Center for Strategic Management Companies using Best People Practices show both A Higher Degree of Productivity and Stronger Market PerformanceThis document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-people-human-resource-planning-707
  4. 4. Copyright 2014 Haines Center for Strategic Management 1. Business Partner and Leader 2. Strategic Focus 3. An External Focus 4. Value-Added Approach 5. HR as a Change Agent 6. HR Staffing Structure and Ratios 7. Cost Reduction/Self Service 8. Use of Technology 9. Integrating People Practices to Business Direction 10. Partnerships & Outscourcing This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-people-human-resource-planning-707
  5. 5. Copyright 2014 Haines Center for Strategic Management This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-people-human-resource-planning-707
  6. 6. Copyright 2014 Haines Center for Strategic Management Scanning and analysis of the environment to ensure strategic, business and people related business issues are identified. The four components of the Scanning Process: 1. The Company’s Business Strategic Direction (from the Corporate Strategic Plan) 2. The Company’s Core Organizational Values (from the Corporate Strategic Plan) 3. Stakeholder Expectations 4. External Environmental Trends and Issues that Impact the Future of the Company’s Human Resources This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-people-human-resource-planning-707
  7. 7. Copyright 2014 Haines Center for Strategic Management Key Components (FOR BUSINESS SUCCESS) • The Company’s People Vision • Human Resource Function’s Mission • Future People Competencies Needed • Organizational Roles for Human Resources This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-people-human-resource-planning-707
  8. 8. Copyright 2014 Haines Center for Strategic Management This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-people-human-resource-planning-707
  9. 9. Copyright 2014 Haines Center for Strategic Management 1. Revenue Factor 2. Voluntary Separation Rate 3. Human Capital Value 4. Human Capital ROI 5. Total Compensation Revenue Percent 6. Total Labor Cost Revenue 7. Training Investment Factor 8. Cost per Hire 9. Health Care Costs per Employee 10. Turnover Costs This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-people-human-resource-planning-707
  10. 10. Copyright 2014 Haines Center for Strategic Management Question: What of these 15 best HR practices do we use today in creating the people edge? I. Structure _____ 1. Create a common HR systems framework and terminology on Strategic HR Management. _____ 2. Create a successful Executive/Employee Development Board(s) and processes. _____ 3. Develop and implement an HR Department Strategic Plan. II. Content _____ 4. You win the game on hiring/selection _____ 5. With limited development funds, the key to organizational success is a leadership development system. Focusing first on the skills of trainer–coach–facilitator– influencer...and self-mastery. _____ 6. Match up individual needs and organizational needs through tying succession planning and development to career and Strategic Life Planning. This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-people-human-resource-planning-707
  11. 11. Copyright 2014 Haines Center for Strategic Management List the practices within the key areas below where your organization needs to place greater attention in its people strategies. Area 1 Acquiring the Desired Workforce Area 2 Engaging the Workforce Area 3 Organizing High Performance Teams Area 4 Building a Learning Organization Area 5 Facilitating Cultural Change Area 6 Collaboration With Stakeholders This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-people-human-resource-planning-707
  12. 12. Copyright 2014 Haines Center for Strategic Management This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-people-human-resource-planning-707
  13. 13. Copyright 2014 Haines Center for Strategic Management Tied to Strategic Planning Performance Appraisals must be tied to support ... #1 Your organization's Core Strategies (i.e., results) #2 Your organization's Core Values (i.e., behaviors) and #3 Their own learning and growth (i.e., career development) (If you are serious about your Strategic Plan) This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-people-human-resource-planning-707
  14. 14. Copyright 2014 Haines Center for Strategic Management *The people management practices of any organization should be viewed as a system of People Flow from hiring, through their careers, and through retirement and/or termination. *Making this all happen is the responsibility of senior management; usually best done through an Employee Development Board. *It focuses solely on this People Flow and “creating people as a competitive business advantage in the marketplace.” “Invest in Your People First” This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-people-human-resource-planning-707
  15. 15. Copyright 2014 Haines Center for Strategic Management 3.Management of Each EDB • Chair - Senior officer responsible for stewardship of area - Manage the EDB - Links to higher level EDB - Responsible for EDB decisions/actions/follow-up • Members - Direct reports of each Chair - Responsible for succession presentations - Must wear a corporate hat in the meetings for them to be successful - Represent their employees as well This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-people-human-resource-planning-707
  16. 16. Copyright 2014 Haines Center for Strategic Management 6.Each year we will conduct a Strategic Management Systems audit and review, and then update our strategic plan and our annual plans as a result. 7.Each year we will also conduct an environmental scanning process prior to our review and audit above. 8.Once our annual plans are developed, we will hold our Large group Review meeting again—to ensure clarity, agreement and commitment to it. 9.HR will be responsible to provide quarterly reports on results in “people management.” Recommendations will be developed jointly with management each quarter on areas needing improvement. 10. Lastly, HR will partner with Line Management to ensure our planning for “people management” ensures our people become our competitive advantage. This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-people-human-resource-planning-707
  17. 17. Copyright 2014 Haines Center for Strategic Management Resulting in: 1. Updating all Personal Development Plans. 2. Updating your Strategic Leadership Development System. 3.Clarifying your annual planning budgeting and Leadership Development priorities for next year. 4.Problem solving any issues raised in either goal. 5.Setting in place next year's Annual Plan, Leadership Development priorities and Strategic Change Management Process. 6.Refining your Leadership Development Board's process/focus. This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-people-human-resource-planning-707
  18. 18. 1 Flevy (www.flevy.com) is the marketplace for premium documents. These documents can range from Business Frameworks to Financial Models to PowerPoint Templates. Flevy was founded under the principle that companies waste a lot of time and money recreating the same foundational business documents. Our vision is for Flevy to become a comprehensive knowledge base of business documents. All organizations, from startups to large enterprises, can use Flevy— whether it's to jumpstart projects, to find reference or comparison materials, or just to learn. Contact Us Please contact us with any questions you may have about our company. • General Inquiries support@flevy.com • Media/PR press@flevy.com • Billing billing@flevy.com

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