This document discusses strategic human resources (HR) and its key aspects. Strategic HR is goal-oriented, long-term, and integrated with business strategy. It focuses on people as investments rather than expenses. The roles of HR shift from administrative to strategic business partners. Functions like recruitment, performance management, learning and development, succession planning, and compensation must be strategized. A simple framework is outlined including defining strategic goals, assessing competency gaps, developing talent pools, performance management, learning programs, succession planning, and reward strategies. Competencies required of strategic HR professionals include being innovators, intrapreneurs, leaders, counselors, and demonstrating courage.

1. Presented by : Vikas Vats, www.vikasvats.com
Psyche Panacea
Strategic HR

2. Strategic
HR ?
Lets Find
Out
Goal
Oriented
Long Term
Integrated
Psyche Panacea, www.psypan.com

3. HR Functions Vision, Mission and Goals
Business Strategy
Culture
Values
Strategic HR Integration

4. 4
More on Strategic HR
Traditional HR Strategic HR
Employee Relations Partnerships with internal and
external customers
Reactive Proactive
Investment in Capital, Products Investment in People, knowledge
HR in Administrative /
Management Role
HR in Business Strategy Role
Performers praised, appreciated
and rewarded
Focus on CFTs, Teamwork
Appreciated
People as Expense People as Investment
Focus on Knowledge Focus on Attitude

5. HR Functions to be Strategized
Recruitment Performance
Management
L & D
OD
Succession
Planning
Compensation
and Benefits

6. Best
Case
•Organization Doesn’t Achieve its Goals
Normal
•Organization Doesn’t Survive
Bad
•Someone Else Does It
Worst
•You Don’t Become CEO
What if NO S-HR
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7. 7
Define
Strategic Goals
Draw
Competency
Timeline
Assess
Competency
Status Quo
Gap Analysis &
Talent Strategy
Planning
Recruitment /
Development /
Pool Creation
Performance
Management
L & D, KMS,
Leadership
Development
Succession
Planning &
Career Path
Remuneration,
Reward &
Retention,
Simple SHR Frame Work

8. HR Functions to be Strategized
Recruitment Performance
Management
L & D
OD
Succession
Planning
Compensation
and Benefits

9. 9
Recruitment
•Based on Gap
Analysis
•Validated
Competencies
•Internal ?
•Advt. ?
•Pool ?
•Performance Vs
Potential
•Team Player –
Simulations.
Performance
Management
•To Develop
•Mock Test ?
•What, When, How
?
•Career Path
Integration
•Use for Validation
•Assessment
Training – Factor
Overloading?
L & D
OD
•Bridge the Gap
•Knowledge
Sharing - KMS
•ALP, Career Path,
IIY, L&D Culture
•Innovation –
Culture
•Top Down
•Reinforcement &
Coaching
Compensation
and Benefits
•Investment
•Motivation Vs
Talent
•Train Them…
Reward Strategies
Integration
•CSR to Sales
•Branding & HR
SHR Examples

10. Innovator
Intrapreneur
Leader
Counsellor
Courage
Competencies Required by SHR Professional
Psyche Panacea, www.psypan.com

11. Presented by : Vikas Vats, www.vikasvats.com
Psyche Panacea, www.psypan.com
Mob. 9810319292
Strategic HR