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Strategy and Human Resources Planning
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Managing Human Resources - Unit 2
Learning Outcomes Identify the advantages of integrating human resources planning and strategic planning. Understand how an organization’s competitive environment influences strategic planning. Understand why it is important for an organization to do an internal resource analysis. Describe the basic tools for human resources forecasting. Explain the linkages between competitive strategies and HR. Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Learning Outcomes (cont’d)
Managing Human Resources - Unit 2 Learning Outcomes (cont’d) Understand what is required for a firm to successfully implement a strategy. Recognize the methods for assessing and measuring the effectiveness of strategy. Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Strategic Planning and Human Resources
Managing Human Resources - Unit 2 Strategic Planning and Human Resources Strategic Planning Human Resources Planning (HRP) Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Strategic Planning and HR Planning
Managing Human Resources - Unit 2 Strategic Planning and HR Planning Strategic Human Resources Management (SHRM) The pattern of human resources deployments and activities that enable an organization to achieve its strategic goals. Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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HRP and Strategic Planning
Managing Human Resources - Unit 2 HRP and Strategic Planning Strategic Analysis Strategic Formulation Strategic Implementation Human Resources Planning Strategic Planning Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Step One: Mission, Vision, and Values
Managing Human Resources - Unit 2 Step One: Mission, Vision, and Values Mission Strategic Vision Core Values Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Step Two: Environmental Analysis
Managing Human Resources - Unit 2 Step Two: Environmental Analysis Environmental Analysis The systematic monitoring of the major external forces influencing the organization. Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Figure 2–2 Five Forces Framework
Managing Human Resources - Unit 2 Figure 2–2 Five Forces Framework Rival Firms New Entrants Suppliers Customers Substitutes Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Step Three: Internal Analysis
Managing Human Resources - Unit 2 Step Three: Internal Analysis Composition Culture Competencies Internal Analysis Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Scanning the Internal Environment
Managing Human Resources - Unit 2 Scanning the Internal Environment Cultural Audits Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Competitive Advantage through People
Managing Human Resources - Unit 2 Competitive Advantage through People Core Competencies Sustained competitive advantage through people is achieved if these human resources: Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Composition: The Human Capital Architecture
Managing Human Resources - Unit 2 Composition: The Human Capital Architecture Strategic knowledge workers Core employees Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Composition: The Human Capital Architecture (cont’d)
Managing Human Resources - Unit 2 Composition: The Human Capital Architecture (cont’d) Supporting Labour Alliance or Partners Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Forecasting: A Critical Element of Planning
Managing Human Resources - Unit 2 Forecasting: A Critical Element of Planning Forecasting involves: Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Figure 2–4 Model of HR Forecasting
Managing Human Resources - Unit 2 Figure 2–4 Model of HR Forecasting FORECASTING DEMAND Considerations Product/service demand Technology Financial resources Absenteeism/turnover Organizational growth Management philosophy Techniques Trend analysis Managerial estimates Delphi technique BALANCING SUPPLY AND DEMAND (Shortage) Recruitment Full-time Part-time Recalls Techniques Staffing tables Markov analysis Skills inventories Management inventories Replacement charts Succession planning External Considerations Demographic changes Education of the workforce Labour mobility Government policies Unemployment rate (Surplus) Reductions Layoff Attrition Termination FORECASTING SUPPLY Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Forecasting a Firm’s Demand for Employees
Managing Human Resources - Unit 2 Forecasting a Firm’s Demand for Employees Quantitative Methods Qualitative Methods Forecasting Demand Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Quantitative Approach: Trend Analysis
Managing Human Resources - Unit 2 Quantitative Approach: Trend Analysis Forecasting labour demand based on an organizational index such as sales: Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Figure 2–5 Example of Trend Analysis of HR Demand
Managing Human Resources - Unit 2 Figure 2–5 Example of Trend Analysis of HR Demand BUSINESS LABOUR = HUMAN RESOURCES FACTOR PRODUCTIVITY DEMAND YEAR (SALES IN THOUSANDS) (SALES/EMPLOYEE) (NUMBER OF EMPLOYEES) 2002 $2, 2003 $2, 2004 $2, 2005 $3, 2006 $3, 2007 $3, 2008 $3, 2009* $4, 2010* $4, 2011* $4, *Projected figures Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Qualitative Approaches
Managing Human Resources - Unit 2 Qualitative Approaches Management Forecasts Delphi Technique Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Forecasting the Supply of Employees: Internal Labour Supply
Managing Human Resources - Unit 2 Forecasting the Supply of Employees: Internal Labour Supply Staffing Tables Markov Analysis Skill Inventories Replacement Charts Succession Planning Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Forecasting Internal Labour Supply
Managing Human Resources - Unit 2 Forecasting Internal Labour Supply Staffing Tables Markov Analysis Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Hypothetical Markov Analysis for a Telecommunication Company
Year 2012 Year 2011 Director Marketing Senior Manager Marketing Regional Manager Marketing Exit Director Marketing (n = 4) 3 (75%) - 1 (25%) Senior Manager Marketing (n=6) 2 (33%) 1 (17%) Regional Marketing (n=5) 2 (40%) 1 (20%) Supply (n=15) 5 3 2 Copyright © 2011 by Nelson Education Ltd.
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Internal Demand Forecasting Tools
Managing Human Resources - Unit 2 Internal Demand Forecasting Tools Skill Inventories Replacement Charts Succession Planning Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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External Labour Supply
Canadian Occupational Projection System (COPS) Job Futures Copyright © 2011 by Nelson Education Ltd.
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Step Four: Formulating Strategy
Managing Human Resources - Unit 2 Step Four: Formulating Strategy Strategy Formulation SWOT analysis Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Managing Human Resources - Unit 2
Corporate Strategy Mergers and Acquisitions Growth and Diversification Corporate Strategy Strategic Alliances and Joint Ventures Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Managing Human Resources - Unit 2
Business Strategy Value Creation Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Functional Strategy: Ensuring Alignment
Managing Human Resources - Unit 2 Functional Strategy: Ensuring Alignment External Fit (or External Alignment) Internal Fit (or Internal Alignment) Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Step 5 Strategy Implementation
Human resources management is critical to every aspect of strategy implementation. Copyright © 2011 by Nelson Education Ltd.
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Human Capital Readiness: Gap Analysis
The process of evaluating the availability of critical talent in the company and comparing it to the form’s strategy. Demand Supply Gap (shortage or surplus) Copyright © 2011 by Nelson Education Ltd.
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Labour Surpluses Downsizing Restructuring
Copyright © 2011 by Nelson Education Ltd.
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Lay off strategies Collective agreements Last hired, first fired
By units Seniority Least competent Copyright © 2011 by Nelson Education Ltd.
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Workforce Reduction options
Reduce hours Eliminate shifts Transfers Attrition Hiring freeze Copyright © 2011 by Nelson Education Ltd.
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Termination Strategies
Severance pay Outplacement services Copyright © 2011 by Nelson Education Ltd.
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Effectiveness of Restructuring
Financial measures Climate Public image Copyright © 2011 by Nelson Education Ltd.
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Labour Shortages Hiring full time Working overtime Hiring part time
Temporary staffing agencies Copyright © 2011 by Nelson Education Ltd.
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Step Six: Evaluation and Assessment
Managing Human Resources - Unit 2 Step Six: Evaluation and Assessment Evaluation and Assessment Issues Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Measuring Strategic Alignment
Managing Human Resources - Unit 2 Measuring Strategic Alignment Strategy Mapping and the Balanced Scorecard Balanced Scorecard (BSC) Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Ensuring Strategic Flexibility for the Future
Managing Human Resources - Unit 2 Ensuring Strategic Flexibility for the Future Organizational Capability Capacity of the organization to act and change in pursuit of sustainable competitive advantage. Coordination flexibility Resource flexibility Copyright © 2011 by Nelson Education Ltd. Copyright © 2008 by Nelson, a division of Thomson Canada Ltd.. All rights reserved.
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Assessing the HR Function
Compliance Client satisfaction Culture management Cost control Contribution Copyright © 2011 by Nelson Education Ltd.
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