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Human Resource: The Alignment, Roles and Values with Strategic Planning
The document discusses the role of human resources in supporting strategic business alignment. It notes that HR is often excluded from strategic planning meetings and then told to implement strategies. The document suggests including HR can help align strategies with the company's goals. It then outlines several key HR functions - recruitment and selection, compensation, training and development, and generalists - and discusses how each adds value to the company by supporting areas like motivation, productivity, and goal attainment. The document concludes with a question and answer session.
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Human Resource: The Alignment, Roles and Values with Strategic Planning
- 1. Human Resource The Alignment,Roles and Values with Strategic Planning
- 2. The Seoul Team Brandon Emre Giacomo Giodanna Sagar Stefanie
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- 4. HR Is LeftOut • 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 therole of HR department in supporting strategic business alignment?
- 7. What is therole 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 therole 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 professionalsin areas of recruiting, compensation, training and development, and the generalists?
- 10. Think we knowthe 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… Trainingand 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 ofthese functions might add value to the company
- 13. How each ofthese 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 ofthese 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
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- 17. thanks! grazie! obrigado! ¡gracias! teşekkürler! cảm ơn