Strategic planning in HR is less about the plan than it is about the process. It's a tool that can allow you to take control of the "story of HR" within your organization.
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
Objective of this presentation is to get quick insight on different aspects of human resource management. This talks about the fundamental as
What is HRM?
Why HRM?
What is authority and its types?
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
Objective of this presentation is to get quick insight on different aspects of human resource management. This talks about the fundamental as
What is HRM?
Why HRM?
What is authority and its types?
Onboarding process starts with the recruitment process. Onboarding checklist, boarding process, engagement , training and development .Onboarding ---3months, 6months, 12months. Employee Retention, Organization Development . Employer Branding
Human Resource Metrics PowerPoint Presentation Slides SlideTeam
Help your company get empowered with the best human capital with the help of your analysis presented through these impactful Human Resource Metrics PowerPoint presentation slides. The slides cover all the Key Performance Indicators (KPIs) of a HR Metrics report like employee turnover, training, return on human capital, absenteeism, ratio of HR professionals to employees, ratio of business partners per employee, billable hours, costs of labor, returns and expenses per employee. The best KPIs should be able to reflect the human capital performance, such as financial outcomes, performance drivers, etc. The best way to design a good KPI is to communicate with the company business managers who know the jobs the best in their own divisions. You can compare the efficiency and effectiveness of the team through a dedicated slide provided. Quantifying the cost and the impact of talent management programs and HR processes, and measuring the success of HR initiatives can be done conveniently through the various slides provided. Your research based on theories such as Maslow’s hierarchy of needs can be displayed well in the pyramid diagram provided for it. Additional templates for details like agenda, mission, team, goal, finance, timeline, location, lego and magnifying glass have been provided. These slides can be used according to your presentation’s requirement. Set them up with our Human Resource Metrics PowerPoint Presentation Slides. Your team will take over from there.
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/3jrgTCu
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
Emerald Software's Onboarding Best Practices - What You Can and Should Do WIth A New Employee Onboarding System.
Learn more at http://www.emeraldsoftwaregroup.com/onboarding
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...Anne Van de Catsye
Is your organization in need of a long term strategy for managing HR? Does your CEO challenge you to come up with HR plans that are aligned with the business plans? Do you have a strong strategic HR plan in your head but little time and no standard templates to turn this plan into a formal HR Strategy Document?
Having a clearly defined Strategic HR Plan helps you to become a strategic HR Business Partner, and will increase your credibility with Senior Management.
It will also help you to follow up on defined HR actions and report on progress in a highly professional way.
This manual explains in detail the 4 major steps to execute when defining and implementing your own HRM Strategy. You can use this manual as a guide during your projects, or as a development tool for your team.
Content within this Guide:
1. The Theory : Introducing the Concept & ModelWhat is Strategic HRM?
2. The Practice : A roadmap for creating your HRM StrategyHow to develop your HRM Strategy?
3. The Experience : Sharing experiencesHow to be successful?
Aims of Course
- Understand the principles of performance management and the appraisal process
- Identify and practice skills and techniques of effective appraisal interviewing
- Learn how to use the appraisal system as a motivational business tool
- Develop your performance management skills
Objectives of Appraisals
- Raising standards of performance and efficiency
- Strengthening staff/management relationships and motivation
- Improving communication
- Developing Managers and staff
- Assessing training development needs
- Assessing potential and assisting in manpower planning
- Forming a basis for rating and pay awards
- Maintaining up to date record of staff capabilities and skill sets
Human Resource Management Strategy Powerpoint Presentation SlidesSlideTeam
Develop a positive work culture by employing Human Resource Management Strategy PowerPoint Presentation Slides. Incorporate your agenda for human resource management. Showcase the key role of human resources by mentioning roles and responsibilities, skills, and challenges faced by the company with the help of human resource planning PowerPoint slideshow. Highlight the skills needed for HRM such as recruiting, screening, negotiation, scheduling, communication, conflict management, change management, etc by taking the assistance of HR development PPT visuals. It is important to monitor how employees work and how managers lead. Assess future organizational requirements with the help of content ready human talent management PPT graphics. Also, showcase the five stages of the recruitment process using HR management PPT templates. Showcase details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint templates. Download this amazing HR process PPT presentation and estimate your company's future HR requirements. https://bit.ly/3zcXFX0
Onboarding process starts with the recruitment process. Onboarding checklist, boarding process, engagement , training and development .Onboarding ---3months, 6months, 12months. Employee Retention, Organization Development . Employer Branding
Human Resource Metrics PowerPoint Presentation Slides SlideTeam
Help your company get empowered with the best human capital with the help of your analysis presented through these impactful Human Resource Metrics PowerPoint presentation slides. The slides cover all the Key Performance Indicators (KPIs) of a HR Metrics report like employee turnover, training, return on human capital, absenteeism, ratio of HR professionals to employees, ratio of business partners per employee, billable hours, costs of labor, returns and expenses per employee. The best KPIs should be able to reflect the human capital performance, such as financial outcomes, performance drivers, etc. The best way to design a good KPI is to communicate with the company business managers who know the jobs the best in their own divisions. You can compare the efficiency and effectiveness of the team through a dedicated slide provided. Quantifying the cost and the impact of talent management programs and HR processes, and measuring the success of HR initiatives can be done conveniently through the various slides provided. Your research based on theories such as Maslow’s hierarchy of needs can be displayed well in the pyramid diagram provided for it. Additional templates for details like agenda, mission, team, goal, finance, timeline, location, lego and magnifying glass have been provided. These slides can be used according to your presentation’s requirement. Set them up with our Human Resource Metrics PowerPoint Presentation Slides. Your team will take over from there.
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/3jrgTCu
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
Emerald Software's Onboarding Best Practices - What You Can and Should Do WIth A New Employee Onboarding System.
Learn more at http://www.emeraldsoftwaregroup.com/onboarding
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...Anne Van de Catsye
Is your organization in need of a long term strategy for managing HR? Does your CEO challenge you to come up with HR plans that are aligned with the business plans? Do you have a strong strategic HR plan in your head but little time and no standard templates to turn this plan into a formal HR Strategy Document?
Having a clearly defined Strategic HR Plan helps you to become a strategic HR Business Partner, and will increase your credibility with Senior Management.
It will also help you to follow up on defined HR actions and report on progress in a highly professional way.
This manual explains in detail the 4 major steps to execute when defining and implementing your own HRM Strategy. You can use this manual as a guide during your projects, or as a development tool for your team.
Content within this Guide:
1. The Theory : Introducing the Concept & ModelWhat is Strategic HRM?
2. The Practice : A roadmap for creating your HRM StrategyHow to develop your HRM Strategy?
3. The Experience : Sharing experiencesHow to be successful?
Aims of Course
- Understand the principles of performance management and the appraisal process
- Identify and practice skills and techniques of effective appraisal interviewing
- Learn how to use the appraisal system as a motivational business tool
- Develop your performance management skills
Objectives of Appraisals
- Raising standards of performance and efficiency
- Strengthening staff/management relationships and motivation
- Improving communication
- Developing Managers and staff
- Assessing training development needs
- Assessing potential and assisting in manpower planning
- Forming a basis for rating and pay awards
- Maintaining up to date record of staff capabilities and skill sets
Human Resource Management Strategy Powerpoint Presentation SlidesSlideTeam
Develop a positive work culture by employing Human Resource Management Strategy PowerPoint Presentation Slides. Incorporate your agenda for human resource management. Showcase the key role of human resources by mentioning roles and responsibilities, skills, and challenges faced by the company with the help of human resource planning PowerPoint slideshow. Highlight the skills needed for HRM such as recruiting, screening, negotiation, scheduling, communication, conflict management, change management, etc by taking the assistance of HR development PPT visuals. It is important to monitor how employees work and how managers lead. Assess future organizational requirements with the help of content ready human talent management PPT graphics. Also, showcase the five stages of the recruitment process using HR management PPT templates. Showcase details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint templates. Download this amazing HR process PPT presentation and estimate your company's future HR requirements. https://bit.ly/3zcXFX0
The HR Goals and Objectives 2014 will be challenging again. The economy is still not improving enough to support the easy job of Human Resources. HR Department will have to stay focused on increasing productivity, attracting the best talents and simplifying its operations to cut costs.
HR Goals and Objectives 2014 will not change dramatically from 2013. Just social media and HR Big Data will be the next big thing in Human Resources.
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
Five tools for managing leadership talent: 1. Measure 2. Find 3. Engage 4. Develop and 5. Move. Practical tips from talent management at blue chip companies
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
Help your new leaders achieve success in their new roles by learning the Best Practices for Onboarding New Leaders. You'll learn the phases and objectives of the new leader's first 90 days, as well as the Best Practicess to follow. Research has shown that almost half of all new leaders will fail in their role within the first 18 months. Don't let that happen to you or your leaders. Follow the best practices for onboarding new leaders in this presentation to set you and your leaders on the path to success!
Human Capital Growth Webinar: Better performance, less management the gap inc...Human Capital Growth
Ratings or no ratings, learn what it takes to design a performance management system that can withstand changes in business model and leadership change.
http://www.humancapitalgrowth.com/better-performance-less-management-the-gap-story.html
Webinar: Talent Management Strategies In The GCC The HR Observer
To view recording: http://youtu.be/FiY2hwoAXsg or watch the video at the end of the slides
For other Informa Webinars: http://www.informa-mea.com/webinars
In this informative webinar, Lesley's upbeat and engaging style will make it very easy for you to gain a wide range of informative and practical information. It will span a broad spectrum of areas within talent management, from trends in talent management regionally and internationally through definitions of 'Talent' to detailed coverage of the specifics of talent attraction and acquisition and finally through to developing and managing talent and landing in talent retention.
Business /Executive Coaching and Consulting: Helping Businesses increase cash flow, reduce working capital, grow their businesses and position their businesses for sustainable results. My focus is usually on Get the Business, Run the Business,Guide the business and Manage the Business.
The Future of Performance Management In An Era Of Uncertainty American Airl...Taryn Soltysiak
The Future Of Performance Management In An Era Of Uncertainty - American Airlines - Michelle Collins-Rodrigues Sponsored by IQPC Exchange at the Strategic performance and Change Management Conference
The Future Of Performance Management In An Era Of Uncertainty American Airl...Claudia Rubino
The Future Of Performance Management In An Era Of Uncertainty - American Airlines - Michelle Collins-Rodrigues Sponsored by IQPC Exchange at the Strategic performance and Change Management Conference
General management & leadership course ;workplace stress ;attitudes & c...David Mazanga
Its a summarised General Management and Leadership Skills as well as Workplace Stress ,Attitudes ,Time and Change Management full elaborated Presentation by Sir David Mazanga in Otjiwarongo ,Namibia on the 12th -23rd of October 2015. It is the course attended by various delegates from Ministry of Works and Transport Windhoek ,Namibia and Omusati Regional Council Staff Members for the duration of Two(2) Weeks at Regional Institute for Management Training(RIMT) -www.rimt.co.za
Talent management and performance management serve two very different purposes. The former is about recruiting, retaining and rewarding employees, while the latter is a more niche examination of employee performance using metrics and feedback.
For more content like this, check out Acorn Labs: http://acornlabs.education/
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Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Sustainability: Balancing the Environment, Equity & Economy
The Power of a Plan: Unlocking the Full Value of an HR Strategic Plan
1. The Power of a Plan
Unlocking the Full Value of an HR Strategic Plan
Jason Lauritsen
March 1, 2012
2. Agenda
1. Paint the Backdrop
2. Why Strategic Planning
3. 3 Phase Strategic Planning Process
4. Lessons I’ve Learned
3. The Rules
1. This is your session, not mine.
2. You are responsible for getting what you
came for.
3. Ask me questions, even if I’m on a roll.
4. Interrupt me, please.
5. Challenge me if you disagree or your
experience is different than mine.
5. 1,000 employee 2,600 employee
800 employee
national national
community bank
call center call center
My Role: My Role: My Role:
Talent Management/ VP HR/Recruiting VP Human Resources
Recruiting
Scenario: Scenario: Scenario:
HR not respected Post acquisition Hired as strat. leader
Recruiting failing Merging two teams HR administration
Hostile relationships HR not respected HR underperforming
High turnover Recruiting struggles Lack systems
Immediate impact Very high turnover Low turnover
Strong culture
6. Common Themes
• HR was not connected to the business.
• HR lacked relationships with business leaders.
• Even when HR did perform, results were
discounted.
• HR blamed for a lot.
• HR lacked a plan, so spent most of time in
reactive mode.
Needed a catalyst for change.
7. The Gaps
What was missing:
• Key relationships
• Perception management
• Performance linkage to the business
• Confidence in HR team’s abilities
The Solution: A Strategic Planning Process
8. Why Strategic Planning?
• Strategy is hot.
• Business people will
make time to talk
strategy.
• Created opportunity to
engage the business.
• Just talking about
strategy makes you
appear more strategic.
10. The Approach
Strategic Planning
Stated Reason
• Prepare a plan for HR for the next 3-5 years.
Side Benefits
• Build relationships with key decision makers.
• Get to know the business in more depth.
11. 3 Phase Process
1. Discovery
2. Planning
3. Communication
•The Approach
•Overview
•Case Study Examples
12. 3 Phase Process
1. Discovery
2. Planning
3. Communication
•The Approach
•Overview
•Case Study Examples
13. The Approach
Stated Reason
• Gather information to use in planning.
Side Benefits
• Develop relationships.
• Change business perceptions of HR.
• Learn about the business and their needs.
14. Overview
Discovery is all about asking questions and
gathering information.
– What do we do well?
– Where are we broken?
– How can we drive the business forward?
– What is the most important thing we can do to create
value for the business?
15. Overview
Gathering feedback on HR’s performance
– Collect input strengths and weakness first
• What do we do well?
• Where aren’t we meeting your needs?
– Non-personal to get best feedback
• Survey
• Focus Groups
16. Overview
Gather data on business goals and challenges
– Meetings with business leaders
• Communicate purpose of meeting before
scheduling
• Send agenda and questions in advance
• Encourage broad involvement by business units
• In-person meetings are optimal
• Resist email responses
17. Case Study
Focus Group Discussions – Facilitated by an External Facilitator
Internal Customer Groups
• Why do you think HR exists? What is their primary purpose?
• In what ways does HR excel today?
• How has HR changed in the past few years (positively or
negatively)?
• In what areas does HR need to improve?
• What do you believe to be HR’s top 3 goals? What do you think
they should be?
• How would you describe HR’s performance in providing customer
service to you and your associates? Where do they excel? Where
do they struggle?
• What would you like HR to accomplish over the next 3 years?
• What could HR do to add more value to your dept/division?
• How would you rate the overall effectiveness of HR?
18. Case Study
Focus Group Discussions – Facilitated by an External Facilitator
HR Staff
• In what ways does HR excel today?
• How has HR changed in the past few years (positively or
negatively)?
• In what areas does HR need to improve?
• What do you believe to be HR’s top 3 goals? What do you think
they should be?
• In your opinion, what is the most important think HR could
accomplish in the next 3 years?
• How would you rate the overall effectiveness of HR?
• What are the strengths of the team?
• What are the weaknesses of the team?
• What resources or support are lacking that might prevent you from
excelling within your role or as a team?
19. Case Study
Business Leader Meetings – In-Person Discussions
• What are the three most important goals for your division to
achieve over the next 3-5 years?
• What are the most significant threats to your division's
performance in the next 3-5 years?
• How will these goals and threats impact what you expect from
your people?
• What is our competitive advantage in the market? What do our
people do better than anyone else?
• What are the major trends in your business/industry that you
expect to most significantly impact how you do business in the
future? What does that mean for your workforce?
20. Case Study
Business Leader Meetings – In-Person Discussions - continued
• In what other ways do you expect that your people need to
perform their jobs differently in the future than they do today?
• What people issues in your business are the most concerning to
you?
• What will be the single biggest people issue that you expect to
confront in your division in the next 3-5 years?
• What makes your area a great place to work?
• If someone in your area were to leave for another job, why might
they leave?
21. 3 Phase Process
1. Discovery
2. Planning
3. Communication
•The Approach
•Overview
•Case Study Examples
22. The Approach
Stated Reason
• Create a strategic plan for the development of
HR over the next 3-5 years.
Side Benefits
• Validate that you understand the business.
• State how HR should be measured and held
accountable.
• Galvanize the HR team around key objectives.
23. Overview
Planning is the process of extracting the themes
and highest payoff actions from discovery data.
• Where can we create the most value?
• How do we make it happen?
– What specific steps must we take?
– Where do we start?
• What does success look like?
24. Overview
Analysis and Summary Process
• Broad involvement of HR staff promotes ownership and
buy-in
• Leverage your analytical resources and talent
• Off-site, facilitated process accelerates the process
• Define what success looks like to the business
25. Overview
The Plan
• There is no single right format or structure of a strategic
plan. It has to work for your org.
• Components
– Themes -- Objectives
– Highest Impact Strategies within each theme
– Specific actions and outcomes related to each
26. Case Study
Human Resources Strategic Plan
Vision Purpose
Company is a thriving, healthy organization because To deliver resources, tools, and solutions that ensure
of our thriving, healthy people. the organization has the talent needed to succeed.
Values
Service
We go above and beyond to help our associates succeed. We strive to solve problems before they happen.
Performance
HR gets the job done, every time. We use our expertise and passion to produce great results.
Team
We succeed and fail together as one. We help each other grow.
Innovation
We solve problems in creative ways and continually find new ways to create value.
Strategic Objectives
1. HR is recognized as providing excellent service and solutions.
2. HR’s people, processes, and technologies are efficient and effective.
3. Associates are continually developed and provided advancement opportunities.
4. Our total compensation program drives associate performance and retention.
5. Associates are measurably healthier because of our culture of wellness.
27. Case Study
Strategic Roadmap
Completion
Strategic Objective Strategy Action Step Owner Date
Outline process for systematic development of management skill level in the
operation for executive review and buy-in Wade 2/13/2008
Identify skill profile for key management roles within operations Wade 3/15/2008
Outline management development priority list with ops key leaders Wade 3/15/2008
Operations
Assess management skill for locations based on priority established and
Management
deliver management training plan Wade 7/1/2008
Management Skill Development Process
Define process for identification of "supervisor potentials" among current
Development
collector staff Wade 7/1/2008
Develop training process for "supervisor potentials" Wade 8/1/2008
Launch "supervisor potentials" program Wade 9/1/2008
Design Individual Development Planning tool for managers to use in creating
Individual Development
development plans for their direct reports Kelly 2/29/2008
Planning Process
Provide tool and training to all managers within WAM Kelly 2/29/2008
Utilize retention studies to determine turnover root causes Kelly 12/31/2008
Retention Studies and
Planning
Develop retention plans with ops management to address root cause issues Kelly 12/31/2008
Collector Retention
Develop training/development program for managers that instill a retention
Training Retention Skills
mindset and build skills needed to retain employees Jason 2/29/2008
to Management
Deliver training to management based on operational priority TM Team 12/31/2008
Conduct through recruitment process audit production recruiting processes
recommend process improvements based on audit Kelly 2/29/2008
Recruitment Process Conduct through recruitment process audit staff recruiting processes
Audit recommend process improvements based on audit Kelly 3/31/2008
Participate in and/or facilitate process documentation and redesign with
Enhanced Talent
Talent Acquisition team Kelly 6/1/2008
Selection
Design pre-screening processes for production employee selection Kelly 3/31/2008
Design pre-screening processes based on audit recommendation and
Improve Selection
customer needs Kelly 7/1/2008
Process
Identify and recommend selection tools where appropriate Kelly 7/1/2008
Train managers and talent acquisition staff on best practice techniques Kelly 12/31/2008
28. Case Study
HR Strategic Plan
HR STRATEGIC PLAN 2006-2008
Company Strategic Cornerstones
People Professional Culture Performance Growth
Human Resources Strategic Objectives
Ensure workforce
Foster Culture of
Deliver strong ROI Commit to process Lead the Capitalize on readiness to
Respect and
on human capital discipline transformation technology execute on
Engagement
corporate strategy
Strategy
Maximize OWI’s Utilize HR processes to Prepare the business to Develop HR strategies Maximize all systems to Build a workforce with the
investment in human facilitate engagement manage through systems that drive corporate their full utilization capacity to support
capital Create an environment and processes business results Invest in technology for existing business, new
that fosters meaningful Manage HR through Partner with the business the future services, and new
communication systems and processes to create value ventures
Create a culture that Deliver flawlessly on HR Ensure HR readiness
values and encourages processes
recognition
Provide employees with
great managers
2006-2007 Tactics
ETM process HR Policy Manual Define & document ETM Restructure HR to better Fully deploy talent builder Define strategic job
Complete talent redesign processes support business & Automate staffing families & associate
assessments Define benefit & Define Human Capital corporate strategy requisition processes competencies
Align HR processes to compensation strategy scorecard Clearly define HR roles & E-Time Build flex staffing plan
competencies & brand and redesign plan responsibility Computer Based Training Contract with recruitment
29. 3 Phase Process
1. Discovery
2. Planning
3. Communication
•The Approach
•Overview
•Case Study Examples
30. The Approach
Stated Reason
• To communicate HR’s strategy to the
organization.
Side Benefits
• Promote HR’s image as a strategic player.
• Gain buy-in and support for HR initiatives.
• Control the story of how HR is performing.
31. Overview
Communication is how HR ensures that the plan is
accepted and supported for execution.
• Does this plan address the needs of the business?
• How does the plan create value for the business?
• How will HR be different?
• How will we know if HR is successfully executing the
plan?
32. Overview
Feedback on the plan
• Return to those involved in discovery to ensure the plan
resonates with them.
Share with the Organization
• Simplify the plan for broad sharing.
• Presentation is important.
• Frequently update on progress—particularly to the HR
team.
33. Overview
What to communicate:
• That you are going to plan
• That you are planning
• That you have a plan and here it is
• That you are working your plan
• That you are making progress (many times)
• That you have finished the plan
• That you are going to plan (repeat)
34. Overview
Where to communicate:
• Email
• Intranet
• Meetings
• One on one
• Retreats
• Social media
• Conference calls
• Webinars
35. Case Study
Enterprise Talent Management
Assimilate culturally and
Training and Orientation
prepare to perform
Human Performanceon what’s
Execute Management
expected today Results
Capital
Compensation motivate
Reward, and Incentives
and align behavior
Build competence to
Talent Management
execute tomorrow
39. Lessons Learned
Pay attention to culture. Don’t fight the current
when you don’t have to.
Use external help where appropriate, but never
outsource one on one interaction with business
leaders.
Keep it simple. It’s always okay to do more than
you promise.
Communicate, communicate, communicate.