This document discusses strategies and human resource planning. It begins by defining strategy as a set of approaches used by management to achieve organizational objectives and compete successfully. It emphasizes that organizations need strategies to coordinate employee actions and adapt to changes. The document then discusses strategic planning, outlining typical steps like environmental analysis and setting goals. It explains that strategic human resource planning should link human resource management to organizational strategies. Various approaches to human resource planning are presented, along with methods for recruiting both externally and internally. The document concludes by covering topics like restructuring strategies and equal employment opportunity initiatives.

1. Strategy and human resource planning
by
abdulkadir sugal
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2. What is Strategy?

Strategy consists of a set of moves and approaches that
management employs to run the organization

It is management’s “game plan” to

Attract and please customers

Stake out a distinctive position

Conduct operations

Compete successfully

Achieve organizational objectives
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3. “Without a strategy the
organization is like a ship
without a rudder, going
“Quote”
around in circles.”
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4. What is a Strategic Plan?
Where organization is
headed -- Strategic vision
and business mission
Short and long term performance
targets -- Strategic and
financial objectives
Action approaches to achieve
targeted results -- A
comprehensive strategy
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5. Why Are Strategies Needed?
To proactively
shape how an
organizations
services will
be delivered.
To mould the
independent actions
and decisions of
employees into a
coordinated,
organization-wide
game plan
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6. Typical Steps in Strategic Planning
1.
Environmental Analysis: External & Internal
2.
Developing a Mission and Vision
3.
Setting Primary Strategic Directions & Goals
4.
Crafting Strategy and Action Plans for Each Goal
5.
Implementing and Executing the Strategy
6.
Evaluating Performance
7.
Initiating Corrective Adjustments
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7. Strategic Planning Process:
The Three Big Questions
1. Where are we now?
2. Where do we want to go?
3. How do we get there?
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8. Strategy -- What to Look For
Actions to diversify
Actions to strengthen
resources &
capabilities
How functional
activities are
managed
Actions to excel over rivals
Responses to
changing external
circumstances
Pattern
of Actions
That Define
Strategy
Actions to alter
geographic
coverage
Actions to merge or
acquire other outfits
Efforts to pursue
new opportunities
Actions to form alliances
and collaborative
partnerships
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9. Strategy and human resources
planning
Human resources planning is a process that
identifies current and future human resources
needs for an organization to achieve it goals.
Human resources planning should serve as a link
between human resources management and the
overall strategic plan of an organization
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10. The overall purpose of strategic HR
planning is to:
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11. Human resource
planning
VS
Human resource
strategy
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12. INTEGRATED STRATEGIC AND HUMAN
RESOURCE PLANNING
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13. Corporations formulates plans to fit
four times spans
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14. Basic approaches to human
resources planning

HR planning is a mechanism created to
forecast the required human resource to
perform a specific task. It also assesses
the skill requirement of employees for
each job. Hence, it gives a picture of
infinite future in advance in terms of
human resource requirement for the
company, here; the approaches to HR
planning are as follows
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15. Basic approaches to human resources
planning
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16. Basic approaches to human
resources planning
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17. Basic approaches to human
resources planning
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18. Methods of job Recruiting
introduction
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19. Methods of job Recruiting
introduction
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20. Methods of job Recruiting
External Recruitment


Determination of External Labor
Markets and Recruiting Yield
Individuals who have certain
combinations of qualifications
in common may be considered
to belong to the same labor
market. Labor market
classifications vary on the
personnel literature, but some
common ones are blue collar,
clerical, professional and
technical, and managerial.
Internal Recruitment

In order to better understand
what internal recruitment is, it
must be distinguished from
internal staffing. Internal
staffing involves the actual
selection of employees for
promotions, demotions,
transfers, and layoffs. Such
decisions are often made
without the active and voluntary
participation of current
employees. Internal recruitment,
on the other hand, involves
generating active, voluntary
participation
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21. Methods of job Recruiting
External recruiting
Internal recruiting

Professional or trade
associations

Print and electronic
media advertisement

Job posting

Evaluation of Internal
Recruitment
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22. Restructuring strategies




This strategy includes:
Reducing staff either by termination or
attrition
Regrouping tasks to create well designed
jobs
Reorganizing work units to be more efficient
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23. Equal Employment Opportunity Initiatives
Introduction


Equal employment opportunity is the policy of
nondiscrimination on the basis of color, race, creed,
religion, age, sex, national origin, sexual orientation,
arrest or conviction record, disability, ancestry,
marital status, political affiliation, or membership in
the National Guard
Title VII Civil Rights Act of 1964, as amended
Prohibits Discrimination on the
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24. Equal Employment Opportunity is
about:








fair practices in the workplace;
management decisions being made without bias;
recognition and respect for the social and cultural
backgrounds of all staff and customers;
employment practices which produce staff satisfaction,
commitment to the job and the delivery of quality services to
customers;
improving productivity by guaranteeing that:
the best person is recruited and/or promoted;
and
the workplace is efficient and free of harassment and
discrimination.
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25. Equal Employment Opportunity Plan (EEO)


Detailed, results-oriented set of
procedures designed to achieve prompt
and full utilization of minorities and
women at all levels and in all parts of the
contractor’s workforce.
Submitted every three years.
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26. EEO PROGRAM COMPONENTS
1.
2.
3.
4.
5.
6.
7.
Statement of Policy
Dissemination
Designation of Personnel Responsibility
Utilization Analysis
Goals and Timetables
Assessment of Employment Practices
Monitoring and Reporting
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27. Employment Practices

Statistical Data

Number of individuals by race and sex who:





Applied for employment
Actually hired
applied for promotion or transfer
actually promoted or transferred
Number and types of disciplinary actions, resignations,
suspensions, grade changes, reassignments and
terminations
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