Strategy and Human Resources Planning

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Presentation transcript:

Strategy and Human Resources Planning The Challenges of Human Resources Management

Chapter Objectives After studying this chapter, you should be able to Identify the advantages of integrating human resources planning and strategic planning. Understand how an organization’s competitive environment influences its strategic planning. Understand why it is important for an organization to do an internal resource analysis. Describe the basic tools used for human resources forecasting. Explain the linkages between competitive strategies and HR. Understand what is required for a firm to successfully implement a strategy. Recognize the methods for assessing and measuring the effectiveness of a firm’s strategy. LEARNING OUTCOME 1 LEARNING OUTCOME 2 LEARNING OUTCOME 3 LEARNING OUTCOME 4 LEARNING OUTCOME 5 LEARNING OUTCOME 6 LEARNING OUTCOME 7

Strategic Planning and Human Resources Procedures for making decisions about the organization’s long-term goals and strategies Human Resources Planning (HRP) Process of anticipating and making provision for the movement (flow) of people into, within, and out of an organization.

Strategic Planning and HR Planning LEARNING OUTCOME 1 Strategic Planning and HR Planning Identify the advantages of integrating human resources planning and strategic planning. Strategic Human Resources Management (SHRM) The pattern of human resources deployments and activities that enable an organization to achieve its strategic goals Strategy formulation —providing input as to what is possible given the types and numbers of people available. Strategy implementation —making primary resource allocation decisions about structure, processes, and human resources.

Step One: Mission, Vision, and Values LEARNING OUTCOME 1 Step One: Mission, Vision, and Values Mission The basic purpose of the organization as well as its scope of operations Strategic Vision A statement about where the company is going and what it can become in the future; clarifies the long- term direction of the company and its strategic intent Core Values The strong and enduring beliefs and principles that the company uses as a foundation for its decisions

Step Two: Environmental Analysis LEARNING OUTCOME 2 Step Two: Environmental Analysis Understand how an organization’s competitive environment influences its strategic planning. Environmental Scanning The systematic monitoring of the major external forces influencing the organization. Economic factors: general, regional, and global conditions Industry and competitive trends: new processes, services, and innovations Technological changes: robotics and office automation Government and legislative issues: laws and administrative rulings Social concerns: child care and educational priorities Demographic and labor market trends: age, composition, literacy, and immigration

Step Two: Environmental Analysis (Cont.) LEARNING OUTCOME 2 Step Two: Environmental Analysis (Cont.)

Step Two: Environmental Analysis (Cont.) LEARNING OUTCOME 3 Step Two: Environmental Analysis (Cont.) Understand why it is important for an organization to do an internal resource analysis. Culture Composition Capabilities Internal Analysis

Forecasting involves: LEARNING OUTCOME 4 Planning Describe the basic tools used for human resources forecasting. Forecasting involves: forecasting the demand for labor forecasting the supply of labor balancing supply and demand considerations.

LEARNING OUTCOME 4

Forecasting Demand for Employees LEARNING OUTCOME 4 Forecasting Demand for Employees Quantitative Methods Qualitative Methods Forecasting Demand

Internal Demand Forecasting Tools LEARNING OUTCOME 4 Internal Demand Forecasting Tools Skill Inventories Files of personnel education, experience, interests, skills, etc., that allow managers to quickly match job openings with employee backgrounds. Replacement Charts Listings of current jobholders and persons who are potential replacements if an opening occurs. Succession Planning The process of identifying, developing, and tracking key individuals for executive positions.

Step Four: Formulating Strategy LEARNING OUTCOME 5 Step Four: Formulating Strategy Explain the linkages between competitive strategies and HR. Strategy Formulation Moving from simple analysis to devising a coherent course of action. SWOT analysis A comparison of strengths, weaknesses, opportunities, and threats for strategy formulation purposes. Use the strengths of the organization to capitalize on opportunities, counteract threats, and alleviate internal weaknesses.

Step Four: Formulating Strategy LEARNING OUTCOME 5 Step Four: Formulating Strategy Strategic Alliances and Joint Ventures Growth and Diversification Mergers and Acquisitions Corporate Strategy

Value Creation Business Strategy LEARNING OUTCOME 5 Business Strategy Value Creation What the firm adds to a product or service by virtue of making it; the amount of benefits provided by the product or service once the costs of making it are subtracted (value = benefits - costs). Low-cost strategy: competing on productivity and efficiency Keeping costs low to offer an attractive price to customers (relative to competitors). Differentiation strategy: compete on added value Involves providing something unique and distinctive to customers that they value. Functional Strategy: which is an alignment that ensures external and internal fit.

Step Five: Strategy Implementation LEARNING OUTCOME 6 Step Five: Strategy Implementation Understand what is required for a firm to successfully implement a strategy. Taking Action: Reconciling Supply and Demand Balancing demand and supply considerations Forecasting business activities (trends) Locating applicants Organizational downsizing, outsourcing, offshoring Reducing “headcount” Making layoff decisions Seniority or performance? Labor agreements

Step Five: Strategy Implementation (Cont.) LEARNING OUTCOME 6 Step Five: Strategy Implementation (Cont.)

Step Six: Evaluation and Assessment LEARNING OUTCOME 7 Step Six: Evaluation and Assessment Recognize the methods for assessing and measuring the effectiveness of a firm’s strategy. Evaluation and Assessment Issues Benchmarking: The process of comparing the organization’s processes and practices with those of other companies Human capital metrics Assess aspects of the workforce HR metrics Assess the performance of the HR function itself

Measuring a Firm’s Strategic Alignment LEARNING OUTCOME 7 Measuring a Firm’s Strategic Alignment Strategy Mapping and the Balanced Scorecard Balanced Scorecard (BSC) A measurement framework that helps managers translate strategic goals into operational objectives financial customer processes learning

Key Terms Balanced Scorecard (BSC) benchmarking core capabilities core values cultural audits environmental scanning human capital readiness human resources planning (HRP) management forecasts Markov analysis mission organizational capability replacement charts skill inventories staffing tables strategic human resources management (SHRM) strategic planning strategic vision succession planning SWOT analysis trend analysis value creation