The document discusses the role of human resources in organizational strategic planning. It states that HR should be involved in setting corporate strategy in order to move in lockstep with business goals, give HR initiatives strategic focus, and secure the right talent. Specifically, HR's strategic role is to create employee and department goals aligned with the organization's mission, vision, and balanced scorecard. This ensures goals are vertically and horizontally aligned across the organization. The document also discusses using tools like employee analytics, predictive analytics, talent analytics, and data-driven approaches to track performance and further align HR with business strategy.

1. - Human Resource Management
Organizational strategies
and how HR function aligns
with it?

2. Why HR should get involved with
setting corporate strategy?

3. Move in lockstep with the
rest of the company
Goals are always more achievable
when there is universal buy-in and
alignment across teams.
Give HR initiatives a
strategic focus
Aligning with business strategy
gives HR a strategic focus and helps
prioritize goals.
Secure the right talent
Understanding the strategic goals of the business will help HR attract and
retain the right talent at the right time.
Why HR should get involved with setting corporate strategy?

4. • It starts with setting clear objectives for the departments and strong values for the entire organization.
• Companies with documented Mission, Vision and values are less likely to ignore the real-life impact of any strategy shifts or big
decisions.
What role human resources plays in strategic planning?
We innovate mobility
solutions with passion to
enhance quality of life
By XXXX year, we will become the most aspirational Indian auto brand consistently
winning through superior financial performance, exceeding customer expectations,
and creating highly engaged workforce.
• Integrity,
• Collaboration,
• Accountability,
• Customer Focus
• Agility

5. Align and set your HR goals
The main strategic role of HR is to create goals for every employee, department/function in organisation to help meet
key business strategic goals also knows as Balanced Score Card which is aligned with Mission and Vision of the
organisation.
 Keeping mission and vision in place, BSC must be prepared every year by board.
 Goals should be assigned to every member of organisation.
 Goals should be aligned vertically and horizontally keeping Balanced Score card in centre.
 Goals should be SMART.
 Apart from BSC aligned goal, there should be some goals for every function and specific to employee for being
future ready.

6. Align and set your HR goals
Employee compensation
Employee compensation
Organizational structure
Employee compensation
Employee compensation

7. Where should you invest more
in recruiting?
01
How many sales reps does
HR need to hire in a specific
territory?
03
What training or employee
development programs need
to be in place?
02
Identify any
gaps in your
processes.
Focus on developing and improving processes for recruiting, hiring, employee development, and performance
reviews.
2. Formulate specific actions to hit those goals

8. HR department aligns employees to business strategy,
maximize efficiency
Assigning employees where their skills
can make the most significant impact
02
Making informed decisions about
pay, equity, and performance
Modeling current and future org
structures to determine how best
to scale your business
04
04
Create Org charts
and related visuals
01 03

9. 3. Track and measure performance
It involves an “advanced set of data
analysis tools and metrics for
comprehensive workforce performance
measurement and improvement’’
Employee analytics
It is a technology used for HR purposes
which uses statistics and learns from
existing data in order to predict future
outcomes
Predictive analytics
Aligning HR with business strategy can
boost employee satisfaction and
performance and involvement to help the
business to achieve its strategic objectives
Invest in better people planning
It is an analytics platform that
produces insights into the workforce
— into the potential hiring pool and
into your existing team members
Talent analytics
It is strategic process aiming for better
HR decisions and policies, which is
based on data and evidence
Data-driven human resource alignment

10. Thank You …..!
Any Questions…?