Overview: Even a small organization with as few as 10 staff can develop a strategic plan to guide decisions about the future. Based on the company's strategic plan, your organization can develop a strategic HR plan that will allow you to make HR management decisions now to support the future direction of the organization. Strategic HR planning is also important from a budgetary point of view so that you can factor the costs of recruitment, training, etc. into your organization's operating budget.
The focus of this webinar will be on a conceptual framework for developing a People Strategy.
People strategies are designed to manage develop and deploy people resources to support the other components of the Company's business strategy, all of which will create competitive advantage. This framework is guided by a set of assumptions.
A complete business strategy has three components: operating strategy, people strategy and financial strategy Business strategies at all levels are the basis for developing the people strategy.
The business strategy identifies the need for specific organizational capabilities and the reinforcing and building of these capabilities as the focus of the people strategy.
Organizational capabilities are the collective abilities of the organization required to accomplish strategic objectives. Capabilities are influenced by four elements: people, processes, structure, and assets. Capabilities are the link between the strategies and the method of organizing and shaping the organization to achieve the strategies.
The business units share specific common business strategies and capability requirements against which the people strategy framework can be developed.
Areas Covered in the Session:
- Review corporate and business unit strategies and assess common elements
- Form cross functional teams to assess specific issues
- Develop a common framework for assessing capabilities
- Assess gaps between current performance and required capabilities
- Review existing barriers to organizational change
- Assess environmental factors affecting change
- Develop a People Goal
- Define characteristics of an employment relationship
- Conduct preliminary review of current alignment of people policies, programs and practices
- Determine the nature of the changes needed in the role, structure, and staffing of the HR Department
- Review case study
Who Will Benefit:
- CEOs
- Business Unit Leaders
- HR/OD Professionals
- Mid - to Senior Level Leaders
- Anyone interested in learning more about Talent Management and Succession Planning
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