Hr alignment with business slideshare
Download as PPTX, PDF2 likes704 views
This document discusses how to better align HR with business strategy. It outlines signs of poor alignment like short-term thinking and lack of innovation. To improve, HR must understand the business strategy, value proposition, and how employee work supports strategic goals. An engaged workforce is key. The document proposes a 5-step process for HR to integrate with business: determine goals, scan internal/external factors, identify gaps, set priorities, and monitor progress. The goal is for HR to become a strategic partner by focusing on issues that impact business objectives and core values.
Hr alignment with business slideshare
- 1. ALIGNING HR WITH BUSINESS Animation of a mis-aligned motor
- 2. SYMPTOMS OF POOR ALIGNMENT Short term focus on results High Turnover & Low morale Lack of Innovation Passive –aggressive behavior Inability to articulate strategy Reduced Accountability Sub-optimal teamwork Little upward information flow Inappropriate or misguided initiative
- 4. 07 DEADLY SIGNS OF POOR ALIGNMENT 1. Expectations not met 2. Job Mismatch 3. Feeling of devalued, Lack of Recognition 4. Insufficient growth Prospects 5. Too Little coaching & Feedback 6. Lack of trust & confidence in senior leaders 7. Stress & Overwork
- 5. WHAT ARE WE LOOKING FOR? The Key Questions are:- 1. What is our Business strategy? 2. What do you do/ What is our business? 3. How does what you do support the strategy?
- 6. EMPLOYEE ENGAGEMENT It is the outcome of one’s personal: 1. Satisfaction 2. Commitment 3. Pride 4. Loyalty 5. Sense of Purpose 6. Advocacy 7. Initiative 8. Persistence A pre-requisite to correct alignment
- 7. IS IT NECESSARY FOR HR EXECUTIVES TO UNDERSTAND COMPANY’S BUSINESS? Project Management Balance Sheet Revenue & Profit Projection Risk Assessment Supply chain Management Company’s Value propositio
- 8. HUMAN RESOURCE Evolution of HR, Pre 1970’s
- 9. NEW ERA’S EXPECTATION Shareholder’s Expectation Employee Retention Reputation Management Customer’s Loyalty Shareholder’s Return
- 10. WHAT IS EXPECTED FROM HR? Staffing Development Organization Structure Human Resource Management Legal Compliance PMS
- 12. BUSINESS KNOWLEDGE Value Chain Knowledge Value Proposition Knowledge Labor Knowledge
- 13. Knowledge Requirements Staying focused on issues that matter to the business Delivering capabilities that make a real difference BECOMING A STRATEGIC BUSINESS PARTNER
- 14. STAYING FOCUSED ON BUSINESS ISSUES Focus on Business Objectives • Structure activities around key business objectives Focus on the Environment • Scenario planning on workforce issues to anticipate changes in the environment. Focus on Core Values • Ensure that core values are embedded in key HR elements, e.g. hiring, job requirements, rewards
- 15. INTEGRATED HR AND BUSINESS 5-STEP PROCESS Determine your business goals. Scan the environment. Conduct a gap analysis. Set HR priorities to help achieve business goals. Measure, monitor and report on progress. Step 1: Perspective Step 2: Scan Step 3: Gap Analysis Step 5: Performance Step 4: Priorities
- 16. DETERMINE YOUR BUSINESS GOALS Step 1: Perspective Step 2: Scan Step 3: Gap Analysis Step 5: Performance Step 4: Priorities What are your organization's ongoing HR and business priorities? What emerging directions and changes will have an impact on HR issues? Have all necessary strategic partnerships been established to facilitate facilitation of HR strategy?
- 17. EMPLOYMENT INFORMATION TO BE ANALYZED Step 1: Perspective Step 2: Scan Step 3: Gap Analysis Step 5: Performance Step 4: Priorities Demographics and employment characteristics Age Employment type Training/learning data Performance management Internal workforce trends (e.g. vacancy rates, turnover rates, internal staff mobility, promotions, secondments
- 18. INTERNAL SCAN Step 1: Perspective Step 2: Scan Step 3: Gap Analysis Step 5: Performance Step 4: Priorities Identify factors internal to the organization that may affect HR capacity to meet organizational goals. Have you considered…? Labor management relations Anticipated changes to funding levels Changes in leadership & priorities Organizational re-structuring Corporate culture change Client satisfaction Capacity and quality of information systems Training needs
- 19. CONDUCT A GAP ANALYSIS Step 1: Perspective Step 2: Scan Step 3: Gap Analysis Step 5: Performance Step 4: Priorities What are the organization’s current and future HR needs? Do you foresee a skills shortage? Will changes in program delivery require the acquisition of new skills? Do you have enough qualified middle managers? Conduct a risk assessment on elements of the scan critical to your organization’s success.
- 20. SET HR PRIORITIES Step 1: Perspective Step 2: Scan Step 3: Gap Analysis Step 5: Performance Step 4: Priorities What are the major HR priorities; and What strategies will achieve the desired outcomes? Work plans may include strategies on: Recruitment/Staffing/Retention Organizational Design Change Management Leadership Development Performance Management Competency/Skills Development Succession and Contingency Planning Compensation Labor Management Relations Values and Ethics
- 21. MEASURE, MONITOR AND REPORT ON PROGRESS Step 1: Perspective Step 2: Scan Step 3: Gap Analysis Step 5: Performance Step 4: Priorities Develop clear and measurable HR- related goals. HR performance measures should align with indicators in the business. Put systems in place to track performance indicators and analyze cost benefit. Performance indicators should inform your priority setting for the next fiscal year.
- 22. THANK YOU
Editor's Notes
- #3: Video of an employee showing demotivation , devalued due to mis alignment
- #4: Click on the video to play
- #5: Video of a demotivated employee
- #9: Industrial Relation pre 1970s Workers Health & Safety Accounting Compensation Benefits Administration Personnel Activity
- #10: Vision 2020
- #11: How can HR contribute in the best possible way to fulfill the Business objective and expectations of each stakeholders…
- #14: Vision 2020
- #15: Our core competency : Making Steel, Power , Oil & Gas
- #17: As you begin your integrated HR and business planning, ask the following questions-
- #18: A key component of integrated planning is understanding your workforce and planning for projected shortages and surpluses in specific occupations and skills sets. e.g. age, years of service, employment type, leave usage, reasons for leaving, absenteeism, grievances)
- #22: Measuring, monitoring and reporting HR performance outcomes is key to assessing progress in target areas, organizational learning and improvement, and determining future priorities.