HR Planning
MYTHS
People go into HR because they like people – but that’s pretty much it.
Anyone can do HR
HR deals with the soft side of a business and is therefore not accountable, nor strategic
HR focuses on costs, which must be controlled (i.e. salary $’s)
HR’s job is to be the policy police and the health and happiness patrol
HR is full of fads
HR is staffed with nice people
NEW REALITIES-SHRM
Strategic management of people through HR programs and policies helps to ensure organizational outcomes such as: Organizational survival, profitability, customer satisfaction and employee performance.
HR Professionals have been criticized for not understanding and using language of business when discussing the value of the HR Programs.
STRATEGY: the formulation of organizational missions, goals, objectives and action plans for achievement that explicitly recognize the competition and the impact of outside environmental forces
Future direction and performance targets
Strategic planning=rationale process
Ends are measure bale
Resources are allocated to achieve ends
THE FIVE P’S OF STRATEGY BY MINTZBERG
1. Plan: an intended course of action a firm has selected to deal with a situation
2. Purpose: a consistent stream of actions that sometimes are the result of a deliberate plan and sometimes the result of emergent actions based on reaction to environmental changes or shifting of assumptions
3. Ploy : a specific maneuver at the tactical level with a short time horizon
4. Position: the location of an organization relative to its competitors and other environmental factors
5. Perspective: the personality of the organization
DESCRIPTIONS OF STRATEGY
Strategy:
a declaration of intent
Strategic intent: a tangible corporate goal, a point of view about the competitive positions a company hopes to build over a decade
Strategic planning: the systematic determination of goals & the plans to achieve them
Dynamic process, moving, shifting & evolving as
People go into HR because they like people – but that’s pretty much it.
Anyone can do HR
HR deals with the soft side of a business and is therefore not accountable, nor strategic
HR focuses on costs, which must be controlled (i.e. salary $’s)
HR’s job is to be the policy police and the health and happiness patrol
HR is full of fads
HR is staffed with nice people
NEW REALITIES-SHRM
Strategic management of people through HR programs and policies helps to ensure organizational outcomes such as: Organizational survival, profitability, customer satisfaction and employee performance.
HR Professionals have been criticized for not understanding and using language of business when discussing the value of the HR Programs.
STRATEGY: the formulation of organizational missions, goals, objectives and action plans for achievement that explicitly recognize the competition and the impact of outside environmental forces
Future direction and performance targets
Strategic planning=rationale process
Ends are measure bale
Resources are allocated to achieve ends
THE FIVE P’S OF STRATEGY BY MINTZBERG
1. Plan: an intended course of action a firm has selected to deal with a situation
2. Purpose: a consistent stream of actions that sometimes are the result of a deliberate plan and sometimes the result of emergent actions based on reaction to environmental changes or shifting of assumptions
3. Ploy : a specific maneuver at the tactical level with a short time horizon
4. Position: the location of an organization relative to its competitors and other environmental factors
5. Perspective: the personality of the organization
DESCRIPTIONS OF STRATEGY
Strategy:
a declaration of intent
Strategic intent: a tangible corporate goal, a point of view about the competitive positions a company hopes to build over a decade
Strategic planning: the systematic determination of goals & the plans to achieve them
Dynamic process, moving, shifting & evolving as