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© 2010 KPMG Al Fozan & Al Sadhan, the Kingdom of Saudi Arabia member firm of KPMG International, a Swiss cooperative. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.
January 2008
PEOPLE & CHANGE ADVISORY Practical Tools for Linking HR Strategy to Business StrategyPresented at the 2nd HR ForumJeddah
May 3, 2010
ADVISORY
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AGENDA
1.So What is Strategic Planning?
2.Why Align Human Resources with Business
Strategy?
3.Barriers to Alignment
4.Practical Tools
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So What is Strategic Planning?
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The process of ensuring that today’s activities help to achieve tomorrow’s goals.
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Strategic planning is an organization's process of defining its strategy, or direction, and making decisions on allocating its resources to pursue this strategy, including its capital and people.
© 2010 KPMG Al Fozan & Al Sadhan, the Kingdom of Saudi Arabia member firm of KPMG International, a Swiss cooperative. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.
© 2010 KPMG Al Fozan & Al Sadhan, the Kingdom of Saudi Arabia member firm of KPMG International, a Swiss cooperative. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.
© 2010 KPMG Al Fozan & Al Sadhan, the Kingdom of Saudi Arabia member firm of KPMG International, a Swiss cooperative. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.
© 2010 KPMG Al Fozan & Al Sadhan, the Kingdom of Saudi Arabia member firm of KPMG International, a Swiss cooperative. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.
Gain Clarity and
Insight
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For What Purpose?
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So What is Strategic Planning?
© 2010 KPMG Al Fozan & Al Sadhan, the Kingdom of Saudi Arabia member firm of KPMG International, a Swiss cooperative. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.
© 2010 KPMG Al Fozan & Al Sadhan, the Kingdom of Saudi Arabia member firm of KPMG International, a Swiss cooperative. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.
© 2010 KPMG Al Fozan & Al Sadhan, the Kingdom of Saudi Arabia member firm of KPMG International, a Swiss cooperative. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.
So What is Strategic Planning?
© 2010 KPMG Al Fozan & Al Sadhan, the Kingdom of Saudi Arabia member firm of KPMG International, a Swiss cooperative. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.
So What is Human Resource Strategic Planning?
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“Defines how the organization’s goals
will be achieved through people, by
means of HR strategies and integrated
HR policies and practices.”
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Having the right people in the right
place at the right time, suitably
rewarded and engaged, to meet or
exceed the standards of the job and the
needs of the customer.
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The HR Value Proposition
People Management Solutions
Tailored to Fit
The Needs of Your Organization
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© 2010 KPMG Al Fozan & Al Sadhan, the Kingdom of Saudi Arabia member firm of KPMG International, a Swiss cooperative. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.
Why Align HR Strategywith Business Strategy?
Contribution
Competition
Cost
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Contribution
People are our most important asset.
- Jon Calhoun, Director, Producer
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Get the right people in the right jobs – it is more important than developing a strategy.
- Jack WelchCEO
(retired)
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Productivity Drives Profits
+18%
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Competition
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You Do Business in a Global World
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The world of business is changing…
radically and fast!
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Did You Know?
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“Bank back office transactions are
being outsourced from Europe to
Saudi Arabia.”
- European Bank Executive, 2010
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“The most important corporate resource over the next 20 years will be talent. It's also the resource in the shortest supply. Are you ready to fight for your fair share?”
- Fast Company
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Did You Know?
© 2010 KPMG Al Fozan & Al Sadhan, the Kingdom of Saudi Arabia member firm of KPMG International, a Swiss cooperative. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.
© 2010 KPMG Al Fozan & Al Sadhan, the Kingdom of Saudi Arabia member firm of KPMG International, a Swiss cooperative. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.
…there are 1,500 people just like you.
© 2010 KPMG Al Fozan & Al Sadhan, the Kingdom of Saudi Arabia member firm of KPMG International, a Swiss cooperative. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.
© 2010 KPMG Al Fozan & Al Sadhan, the Kingdom of Saudi Arabia member firm of KPMG International, a Swiss cooperative. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.
Yet China will have a severe labour shortage by 2020.
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Chinese labour shortage drives up wages
Published: 4 March 2010
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“Emerging markets with high
population growth are not
immune to the talent shortage.
India, for example, has a
growing population but lacks
skilled professionals.” - Boston Consulting Group
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“Malaysia … must send out the message
that they want skilled foreigners to come.”
- Hewitt Associates
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Did You Know?
© 2010 KPMG Al Fozan & Al Sadhan, the Kingdom of Saudi Arabia member firm of KPMG International, a Swiss cooperative. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.
The Saudization of the oil and gas, and transportation industries has reached
roughly 70-100 percent of the workforce.
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50 million population
by 2050
“Saudi hospitals need
100,000 nurses, but there are
currently only 1,000 Saudi
nurses and around 53,000
expatriate nurses recruited
from Asia, Africa, and the
West.”
- Migration Policy Institute, 2004
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The World Bank anticipates that unmet
demand for nurses will more than triple
[worldwide] during the next 15 years.
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California recruits Filipino nurses
California needs 108,000 new nurses by 2020
California nursing starting wages in 2008 were $75,000 plus benefits and perks
Brain Drain
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Cost
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Effective people management can reduce costs
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Did You Know?
The Cost of Human Capital (wages, benefits, transportation, visas, subsidies, training) typically represents 77% of a typical Saudi organization’s annual operating budget.
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Hiring mistakes can be costly!
Middle manager = 6 month wages
Executive = 18 month wages
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Remittances by foreign workers cost the Saudi Arabian economy more than 60 billion riyal per year.
That’s 20% of GDPnot spent inside the country!
- Migration Policy Institute, 2004
CFOs admitted to Forbes that roughly 65% of restructuring activities failed to meet their financial targets during the past two decades.
The lack of [alignment] between
human resource management and
strategic business planning is
increasingly acknowledged as a
major source of implementation
errors.
It is alleged that companies develop
plans based on extensive marketing
and financial data but neglect the
human resource requirements
necessary to successfully implement
them.
- K. Golden and V. Ramanujam
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The Strategy Disconnect
• 60% of typical organizations do not link their strategic priorities to their budgets
• 2/3rds of HR operations develop strategic plans that are not linked to their organization’s strategy.
Prof. Robert Kaplan
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When employees are not engaged earnings per share decline 11% on average.
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Barriers to Alignment
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Poor Service
Lack of Competence
Lack of Credibility
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Human Resources is our weakest department.
- Saudi Arabian Petrochemical General Manager
60% of U.K. managers view HR as administrative
58% believe HR lacks the capability to develop talent management and other key strategies
- CIPD, 2009
Leaders Rely on their Best
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HR is Overhead Cost
What is your ratio of HR staff to full-time employees?
1:80 1:125 1:200
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Capability Assessment
Four Groups, UK
Micro Factors Transformational Transactional
Sponsorship of HR by the business
Strong Supportive
Minimal Sufficient
Perception of HR by the business
Efficient Creative Indispensable
Support function Impediment Inefficient
Type of work done Strategic Problem solving
Back office support Administrative
Nature of Work Advisory Integrated Facilitative
Enforcement Fragmented Rule-bound
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Developing Capability
Listen to your internal customers
Meet their operational needs
Learn about the business
Grow competence
Faster, Better, Cheaper
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If you can’t demonstrate
you’reeffective, you’re invisible
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Practical Linking Tools
If you are invited to participate in
strategic planning…
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Be Prepared
If the only tool you have is a hammer, every problem will look like a nail.
- Abraham Maslow, Psychologist
“Best Practices”
Analyze
Understand
Innovate
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Alignment Tools
1. Business Context
2. Outcomes
3. HR Redesign
4. Accountability
Please send an email for those techniques discussed but not shown.
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Business Context
Dialectic SWOT Analysis
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Business Context (continued)
SWOT-SF Analysis This variation adds identification of Successes and Failures
Structured Interview1. Top objectives for the year?
2. Problems or barriers that may hinder accomplishment?
3. Then determine whether there may be a strategic role HR could play.
4. Ask if the manager would like assistance.
5. Negotiate performance outcomes, methods, timing and other details.
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Outcomes
Importance-Performance
Analysis Matrix
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Outcomes (continued)
HR Performance Benchmarking Be prepared to look outside your industry and operational
unit
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Outcomes (continued)
HR Performance Benchmarking Be prepared to look outside your industry and operational
unit
Be aware of current “Best Practise” concerns and use sound methodology
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Outcomes (continued)
HR Performance Benchmarking Be prepared to look outside your industry and operational
unit
Be aware of current “Best Practise” concerns and use sound methodology
Be conscious of the need to adapt western HR methods to Middle Eastern culture and business norms
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HR Redesign
Linking Vision to Objectives
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© 2010 KPMG Al Fozan & Al Sadhan, the Kingdom of Saudi Arabia member firm of KPMG International, a Swiss cooperative. All rights reserved. KPMG and the KPMG logo are registered trademarks of KPMG International, a Swiss cooperative.
Accountability
Kirkpatrick 4-Level Evaluation Model
Level Evaluation Type Example Who Conducts
1 Reaction Post-session assessment HR
2 Learning Post-session testing of knowledge gain, skill mastery, behaviour or process improvement
HR
3 Transfer On-the-job assessment of skills, knowledge, behaviour or process improvement
HR and line management
4 Impact Evaluate impact on the firm HR, line management, specialists
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Accountability (continued)
Metrics
1. Show line management where improvements in Human Capital
performance can enhance the bottom line.
2. Use international “benchmark” standards and be your own
toughest critic.
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&Questions
Answers phurly@kpmg.com