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Chapter Two (2) Understanding Strategy and Organization

Objectives: Know the background of HR Profession through its various stages of

development, understanding the current situation of the People Management professionin the Philippines

Three Key Components which a People Manager must deal with

1.Business Strategy- This component involves understanding the business of theorganization in terms of its mission, vision and values, goals and objectives, and plansand programs of the company

2. Organization- The component deals with the business processes critical to theoperation of the business. It connects the business activities with the people that must

perform to achieve the goals and set the objectives of the company.

3.People – main characters of the business. Without people there is noperformance.They must fit into the established organization and various jobs that mustbe performed in the most effective and efficient way possible.

OAD- Organization Analysis and Design - it is now an accepted idea that OADshould be made a key function of the People Manager and therefore he/she must buildcompetence ( theoretical and practical aspects ) to do it professionally.

Chapter 3 – Business Strategy

Objective: Aims to realize the importance of strategy in the functions of any business ororganization. A capable and effectively organized human resource function contributessignificantly to the formulation of excellent strategies and their effective implementation.

The HR Professional participates in shaping the organization’s business strategy byfacilitating the strategic process of formulating the organization’s values, vision andmission.

Values- fundamental and shared beliefs that will guide an organization’s behavior inmeeting its objectives and in d ealing with others. Values are the organization’s moralcompass. Values answer the question: “ What is important to us?”

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Vision- a commonly shared picture of what the organization wants and is committed tobecome sometime in the future. It is the guiding and motivating compass of theorganization, capturing the desired spirit of what its people can passionately make theorganization to become.

Mission statement- an enduring statement of purpose of an organization’s existencethat distinguishes itself from o thers. It answers the questions: “ Who are we?” and Whydo we exist?”

These three points are fundamentals of any organization which must beadapted,properly crafted, and shared within the organization.

5 c’s - Competence, Character, Collaboration,Creativity and Commitment

The Institutional Values of Southville International School and Colleges use theacronym S. E. R. V.i.C.E.

S- Service Orientation

Affirming, sensitive and responsive to interpersonal and institutional matters

E-Excellence in:

Educat ional technologies, delivery of programs, support services, student’sachievement in the 5C’s, Interpersonal skills, organizational sensitivity

R-Responsiveness to social concerns

V-Viability

I-Innovation

C-Concern for people

A service culture, A caring community

E-Exemplary Professionalism

A community of learners, community of leaders, a community of doers and achievers

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Balanced Score Card: R. Kaplan introduced the BSC in strategic management whichgave management practitioners a new instrument in measuring company ororganization performance. The BSC is not only a measurement tool but also amanagement system. It is designed to align an organization’s strategy ( its values,vision, mission, goals and objectives) to its action plans.

Four (4) Perspectives:

Owners

Customers

Employees

Organization Process

Business Strategy Diagram

is a graphical representation on how to get to the future-vision of the organization.

It also specifies the movement of the performance level of the human resources overtime. It illustrates the improvements of performance level, which originates from the As-Is to the attainment of the To-be through the business strategy. The graph helps uscomprehend the role of strategy in business in the fulfillment of the future-vision.