Discover the Steps involved in the selling process for Human Resources

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[Music] strategic planning is the process of defining a strategy or Direction and making decisions on how to allocate the resources of the organization to pursue this strategy successful organizations engage in this course business process on an ongoing basis the Strategic plan serves as a road map that provides the organization Direction and aligns resources the process involves several sequ IAL steps that focus on the future of the organization the strategic planning process typically covers a 3 to 5e time frame in which management considers both internal and external forces when formulating the plan the guiding force behind the strategic planning process and where we start is the organization's Mission which is the core reason for existence of the organization and what makes it unique we then move to a process of SWAT analysis this is the analysis of strengths weaknesses opportunities and threats in a typical starting point because it allows managers to consider both internal and external conditions then we consider the goals of the organization to ultimately develop a strategy managers determine the objectives for the planning cycle and formulate organizational level strategies to accom these objectives through implementation each function such as human resources within an organization then formulate strategies that will link to support organizational level strategies the Strategic plan is re-evaluated periodically because conditions may change and managers might react to everchanging business environments differently regardless of which specific strategies are adopted for guiding an organization having the right people will be necessary to make overall strategy work if a strategy requires worker skills that are currently not available in the organization it'll be time to find people who have those skills strategic HR management provides input for organizational strategic planning and develops specific HR initiatives to help achieve organizational goals well it seems important to consider HR in the overall organization strategy estimates are that only 30% of HR professionals are full strategic Partners their primary role remains one of providing input to top management specific HR management strategies obviously depend on the strategies and plans of the organization this figure highlights some common areas where HR should develop and Implement appropriate strategies to contribute to the strategic planning process HR professionals provide their perspective and expertise to operating managers by doing the following understanding the business which is knowing the financials and key drivers of business success which is important to understanding the need for certain strategies focusing on key business goals programs that have the greater relevance to business objectives should get priority third knowing what to me measure metrics are a vital part of the assessment process which means picking those measures and then directly relating them to business goals is incredibly important and finally preparing for the future strategic thinking in human resource management requires preparing for the future not forecasting on the past except as a predictor of the future human resource planning is the process of analyzing and identifying the need for and availability of people so that the organization can meet strategic objectives the the focus of HR plannings is to ensure the organization has the right number of people with the right capabilities at the right times in the right places in HR planning an organization must consider the availability and allocation of people to job over long periods of time not just for the short term HR plans can include several approaches actions may include shifting employees to other jobs in the organization laying employees off retaining current employees and or increasing the number of employees in Serv areas factors to consider the current employees knowledge skills and abilities or ksas and the expected vacancies resulting from retirements promotions or other changes to do this HR professionals work with Executives and managers the steps in the HR planning process are shown in this figure notice that the process begins with considering organizational plans and the environmental analysis that went into developing those strategies the figure includes an environmental analysis to identify the situation in which HR jar is operating strengths weaknesses opportunities and threats are then considered then the possible available Workforce is evaluated by identifying both external and internal Workforce needs once those assessments are complete forast must be developed to determine both the demand and the supply for human resources management then formulates HR Staffing plans and actions to address imbalances both short and long term specific strategies may be developed to fill vacancies or deal with Surplus employees finally HR plans are developed to provide specific direction for management of HR activities related to recruiting selection and retention the most telling evidence of successful HR planning is a consistent alignment of the abilities and capabilities of the human resources within an organization to that organization's needs over time before managers in an organization begin strategic planning they study and assess the Dynamics of the environment which they operate to better understand how those conditions might affect their plans the process of environmental scanning helps to pinpoint strengths weaknesses opportunities and threats that an organization will face on the planning Horizon this figure shows the HR elements of a SWAT analysis that are part of that environmental analysis opportunities and threats emerge from the external environment and can impact the outcomes of the firm many of these forces are not within the organization's control but must be considered in the scanning process because they affect how we do business strengths and weaknesses of the organization represent internal factors that we either create or destroy value Effectiveness for organizations is a measure of the ability of a program project or task to produce a specific desired result that can be measured efficiency is the degree to which operations are carried out in an economical manner efficiency can also be thought of as short-term measures that companies inputs cost directly against outputs and benefits there are many ways of measuring the financial impact of HR practices of an organization and many challenges associated with doing so people related costs are typically the largest controllable expense in organizations effective management of those costs can make a positive difference in the survival of that organization collecting and analyzing HR information can pinpoint waste and improper allocation of Human Resources it's important that HR managers understand financial and operational measures that drive the business and relate decisions to key performance indicators as seen here they include metrics benchmarking balance scorecards and audits which can help the organization track HR performance and measure the value of HR practices HR metrics are specific measures of HR practices they are performance indicators of some element of HR for example turnover rate metrics are typically typically used to assess HR practices and results within the organization over time a metric can be developed using costs quantity quality timeliness or other desired goals metrics can be developed to track both HR efficiency and Effectiveness HR online managers collect and share data needed to track this performance data to track these measures come from several sources within the organization benchmarking is the process of comparing the business metrics and outcomes to an industry standard or best practice in other words the organization Compares itself to best-in-class organizations that demonstrate Excellence for specific processes Benchmark is focused on external practices that the organization can improve its own processes and practices when implementing benchmarking managers should be careful to find organizations with similar context cultures operations and size many HR professionals report that their organ organizations collect Benchmark data on a planned periodic basis While others collect it as needed major obstacles to using benchmarks are uncertainty about how to collect information and what information to collect one effective approach to measuring strategic performance of organization including HR practices is to use the balance scorecard the balance scorecard is a framework organizations use to report on a diverse set of performance measures the balance scorecard balances financial and non-financial measures so managers focus on long-term drivers of performance and organizational sustainability as shown here the balance scorecard measures performance in four areas Financial measures traditional Financial measures such as profit and loss operating margins return on investment and return on assets are needed to ensure that the organization manages its bottom line effectively internal business processes product and service quality efficiency and productivity compliance with standards and cycle times can be measured to ensure the operation runs smoothly and efficiently customer relations customer satisfaction loyalty and retention are important to ensure that the organization is meeting customer expectations and can depend on repeat business from its consumers learning and growth activities employee training and development mentorship programs succession planning and knowledge creation and sharing provide the necessary talent and human capital pool to ensure the future of the organization organizational results and each of these areas determine if the organization is progressing towards its strategic object objectives one means for assessing HR performance is through an HR audit which is similar to a financial audit an HR audit is a formal research effort that assesses the current state of HR practices in an organization the audit is used to evaluate how well activities in each of the HR areas have been performing so that management can identify areas for improvement an HR audit often helps smaller organizations without a formal HR professional to identify issues associated with legal compliance administrative processes recordkeeping retention and other areas