strategy and human resource planning

Strategy and human resource planningStrategy and human resource planning byby

abdulkadir sugalabdulkadir sugal

Strategy HR planning abdulkadir Feb. 2014 1

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 objectivesStrategy HR planning abdulkadir

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Strategy HR planning abdulkadir Feb. 2014

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“Without a strategy the

organization is like a

ship without a rudder,

going around in

circles.”

“Quote”

What is a Strategic Plan?


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Where organization is headed -- Strategic vision and business mission

Action approaches to achieve targeted results -- A comprehensive strategy

Short and long term performance targets -- Strategic and financial objectives

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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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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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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Strategy -- What to Look For


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Patternof Actions

That DefineStrategy

Actions to strengthen resources & capabilities

Actions to diversify Actions to excel over rivals

Responses tochanging externalcircumstances

Actions to alter geographic coverage

Actions to form alliances and collaborative

partnerships

How functional activities are

managed

Efforts to pursue new opportunities

Actions to merge or acquire other outfits

Strategy and human resources planning

Strategic planning February 2014 .. Kadir 9

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

The overall purpose of strategic HR planning is to:


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Human resource VS Human resource planning strategy


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INTEGRATED STRATEGIC AND HUMAN

RESOURCE PLANNING


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Corporations formulates plans to fit four times spans


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Basic approaches to human resources planning


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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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Methods of job Recruitingintroduction


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Methods of job Recruitingintroduction


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Methods of job RecruitingExternal 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 participationStrategy HR planning abdulkadir

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Methods of job Recruiting

External recruiting

Professional or trade associations

Print and electronic media advertisement

Internal recruiting Job posting

Evaluation of Internal Recruitment


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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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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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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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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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EEO PROGRAM COMPONENTS

1. Statement of Policy

2. Dissemination

3. Designation of Personnel Responsibility

4. Utilization Analysis

5. Goals and Timetables

6. Assessment of Employment Practices

7. Monitoring and Reporting


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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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