HR Strategy
Ahmed_Arafat
Week1PPT.pdf
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Human Resources Strategic Planning
HRM 329
people and planning… what a great combination
- anonymous
Claremont Graduate University Division of Behavioral and Organizational Sciences
Human Resources Management
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“Lawnchair Larry” at 16,000 feet!
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Course Goal
The focus of our time together will be to gain a better understanding of the impact between the intersection of an organization’s strategic plan and an organization’s management of their human resources i.e. human capital. Therefore, a fundamental question to ask is:
“ Based upon the contributions made by an organization’s participants, how can firms
effectively manage people to support selected organizational strategies that lead to a
competitive advantage?”
Introduction
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Fortune’s Most Admired Companies – 2020
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Fortune’s Most Admired Companies – 2020
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Fortune’s Best Companies to Work For – 2020
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Fortune’s Best & Most Admired Companies to Work For – Comparison
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BEST Places to Work – 2020
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Linkedin Most Desired per Employers
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Course Basics
Introduction
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Desired Course Outcomes
Introduction
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Text, Case Studies and Journal References
Introduction
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Optional Reading
Introduction
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Attendance Policy
Introduction
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Contribution and Evaluation
Introduction
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Contribution and Evaluation
Introduction
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Contribution and Evaluation
Introduction
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Grading
Introduction
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Course Requirements and Assignments
Introduction
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A MODEL FOR STRATEGIC LEADERSHIP
humility and a sense of vision… this is good to great.
- jim collins
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The ROLE of a leader is:
To Do Everything Possible for their Employees to Succeed.
…YES Everything!
A Model for Strategic Leadership
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….character FIRST, methods SECOND. This is the KEY.
The FOUNDATION of a Leader is MORE about
CHARACTER than METHOD
A Model for Strategic Leadership
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Question:
Every person has character. Character is a continuum...
...both good and bad.
How is YOUR CHARACTER displayed?
Is it different at home than working in HR?
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Relationships is sharing with others the way “they need to hear it.”
Not the way “you want to share it.”
At the CORE of a leader is one’s
VOICE and one’s TOUCH
A Model for Strategic Leadership
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Too often the case, we assume what’s shared is understood by everyone. Why? “Because it was understood by myself”.
Voice & Touch is treating people with: • DIGNITY
• RESPECT
• COMPASSION
• INTEGRITY
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There are 2 parts to leadership:
Facilitating the Vision (or direction)
Implementing the Vision (or direction)
If you want RESPONSIBLE People...
You must be RESPONSIBLE Yourself.
Strategic Leadership
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< leader
< follower
<<<< Facilitating the Vision (direction)
One’s CHARACTER supports how a leader facilitates.
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< follower (going for it!!)
< leader
<<<< Implementing the Vision (direction)
One’s CHARACTER supports how a leader serves.
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A MODEL FOR STRATEGIC LEADERSHIP
humility and a sense of vision… this is good to great.
- jim collins
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Human Resources as a Strategic Change Agent
…utilizing individuals and strategies to expand productivity
Look closely... is the glass half full or half empty?
- anonymous
Claremont Graduate University School of Behavioral and Organizational Sciences Human Resource Design Program - HRD 329
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Definition
Strategic Human Resource Planning (SHRP) is a synergistic, systematic process intersecting strategic management and human resource management to bring about effective and satisfied Human Capital for one’s organization.
Process
The SHRP process is pivotal for understanding how a firm effectively manages people, to support one’s organizational strategy, and create a competitive advantage.
Strategic Human Resource Planning - the model
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A Visual Model for Strategic Human Resource Planning
Custom er Needs
Determining the Org Climate
Fulfilling Human Capital Needs
Acquiring Human Capital
On-boarding Human Capital
Developing Human Capital
Retaining Human Capital
Metrics/Assessm ent
Key Strategies - Objectives - Allocation of Resources
Products, Program s, Services
Vision, Mission & Values
The S
H R
P P
rocess
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About Southwest…
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March 2020 2nd of 100
Top 10 Once Again!
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Glassdoor, Inc. – SAME Rankin from the employees! ...updated March 26, 2020
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Southwest Airlines – the Culture IS Strategy
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Southwest shares there are 3 basic philosophical pillars or values in the organization:
Value 1: Work should be fun…it can be play…don’t spoil it
Value 2: Work is important…don’t spoil it with seriousness
Value 3: People are important…each one makes a difference.
Southwest’s basic value - business proposition is that people come first. Always.
Southwest Airlines
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Southwest Airlines
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What KEY lessons in HR strategy can we learn from Southwest Airlines?
Southwest Airlines
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Kent Couch Traveled 200 Miles
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Human Resources Strategic Planning
HRM 329
people and planning… what a great combination
- anonymous
Claremont Graduate University School of Behavioral and Organizational Sciences
Human Resources Management
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