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HR STRATEGY TEMPLATE

This HR Strategy Template is 186 PowerPoint slides of hr & org strategy storylines, plans, frameworks, org charts, analysis, icons, examples, templates, and more. Designed by human resource leaders and McKinsey consultants, the HR strategy template covers HR strategy , org strategy, org design , strategic alignment, financials, the employee journey (hiring, onboarding, development, evaluation, advancement), HR plans & initiatives, culture, values, compensation design, and much more.

Your HR & organizational strategy and plan are critical to you. Your time and energy are precious. Get a massive jumpstart on your HR strategy and presentation by instantly downloading the HR strategy template now with professionally designed and easy-to-edit slides and three color palettes included.

HR Strategy Template PowerPoint Slides Preview

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VALUE PACK INCLUDES: HR Strategy Template PLUS... Strategy Frameworks - 168 pages Sales Plan - 101 pages Strategic Plan - 121 pages Market Analysis - 114 pages Business Model - 17 pages

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The 186-page Human Resources & Organizational Strategy PowerPoint Template includes:

1. Title Page 2. The HR Team's Mission 3. HR Strategy Agenda Slide 4. HR Team & Org Wins 5. HR KPI Performance 6. Company Org Chart 7. US Org Headcount Map 8. World Headcount Map 9. Org Current State Metrics 10. Headcount Chart 11. Headcount by Function Chart 12. HR & Org Strategy Framework 13. HR Strategy Scorecard 14. Next Year's HR & Org Goals 15. HR Goals 16. Company Goals, & Budget 17. Employee Engagement Heatmap 18. HR Initiatives & Progress 19. Human Resources Budget 20. Improve the Employee Journey 21. Employee Journey Framework 22. Employee Journey Initiatives 23. Employee Survey Results 24. Employee Journey Goals / KPIs 25. Talent Acquisition Funnel 26. 5C Onboarding Strategies 27. Employee Development Initiatives 28. Employee Assessment Strategy 29. HCM Platform Strategy 30. HCM Project Plan 31. Change Management Template 32. Employee Journey Strategy 33. Strategic Org Design 34. Org Design Framework 35. Core Competency Strategy 36. Cascading Goals & KPIs 37. Job Career Ladder Template 38. Headcount Reduction 39. Manager Headcount Reduction 40. Centers of Excellence Consolidation 41. Employee Certification Chart 42. Employee Mix Trend Chart 43. Organizational Chart 44. Elevate the Culture & Comp 45. Company Culture Framework 46. Company Culture Scorecard

47. Company Culture Initiatives 48. List of Core Values 49. Core Values Strategy 50. Core Values Initiatives 51. Company Norms 52. List of Comp & Benefits 53. Total Compensation Strategy 54. Cash Compensation Strategy 55. Commission Strategy 56. Stock Option Chart 57. Medical Benefits Initiatives 58. Office Improvement Strategy 59. Thank You & Questions 60. Additional Slides 61. GENERIC FRAMEWORKS 62. Arrow Tree Framework 63. 5 Block Horizontal Slide 64. Four Part Circle 65. Expanding Circle Framework 66. 5 Block Slide 67. Hexagon Slide 68. 3 Strategy Yin Yang Slide 69. 4-Part Puzzle Piece 70. Roadmap Slide 71. 4-Part Flower Framework 72. 8-Part Flower Framework 73. Speedometer Slide 74. Pyramid Framework 75. 3-Ellipse Framework 76. Funnel Framework 77. Alternative Funnel 78. Project Template 79. Performance Template 80. 3-Box Framework 81. Staircase Framework 82. Downward Flow Template 83. 4-Piece Process Framework 84. Core Initiative Framework 85. Milestone Framework 86. 4-Box Framework 87. 3-Box Framework 88. 3-Box Segmented Framework 89. KPI Template 90. KPI Goal Template 91. STRATEGY ICONS 92. Light Blue Background 1 of 3

93. Light Blue Background 2 of 3 94. Light Blue Background 3 of 3 95. Dark Blue Background 1 of 3 96. Dark Blue Background 2 of 3 97. Dark Blue Background 3 of 3 98. White Icons 1 of 3 99. White Icons 2 of 3 100. White Icons 3 of 3 101. Dark Blue Icons 1 of 3 102. Dark Blue Icons 2 of 3 103. Dark Blue Icons 3 of 3 104. Team Images 105. Human Resources & Org Icons 106. Human Resources & Org Icons 107. Human Resources & Org Icons 108. Charts & Agendas 109. Org Goals & Composition 110. Core HR Initiatives 111. European HR Strategy 112. Retention Initiatives 113. Mission & Values 114. HR Strategy Initiatives 115. HR Spend Doughnut Chart 116. Alternative Agenda 117. Employee Mix Pie Chart 118. Headcount Trend Chart 119. Stacked Column Chart 120. 100% Stacked Column Chart 121. Waterfall Chart 122. Bubble Chart 123. HR Radar Chart 124. Stratechi.com Bonus Material 125. Fundamentals of an Org 126. Purpose of an Organization 127. Organizational Processes 128. Company Processes 129. The Profit Equation 130. Core Competency Examples 131. Org Strategy Building Blocks 132. Solving a Business Model 133. Functional Process Examples 134. What is a Process? 135. Improving Processes 136. Org Strategy Framework 137. Infrastructure Prioritization 138. Procurement & Partners

139. Org Design Fundamentals 140. Org Design Elements 141. Org Structure & Roles 142. Types of Org Structures 143. Matrix vs. Functional vs BUs 144. HR & Org Benchmarking 145. Span of Control 146. The Right Leaders 147. ROLES Framework 148. Employee Journey 149. Building Blocks of Culture 150. Culture Strategy 151. Examples of Culture Strategy 152. Potential Company Values 153. Values Example 154. Norms Best Practices 155. Amazon Meeting Norms 156. Employee Journey Questions 157. List of Employee Journey Ideas 158. Google’s Employee Journey 159. Comp & Benefits Framework 160. Company Environment 161. Culture Transformation Plan 162. Employee Diagnostic Results 163. Diagnostic Survey (1/2) 164. Diagnostic Survey (2/2) 165. HR / Employee Worksheets 166. SMART Goal Worksheet 167. ROLES Worksheet 168. Will Skill Matrix 169. Will Skill Template 170. Sources of Power 171. Personal Power Plan 172. High Performing Teams 173. Team Charter 174. Extended Team Charter (1/2) 175. Extended Team Charter (2/2) 176. Functional Roadmaps 177. Roadmap PowerPoint Template 178. Roadmap Excel Template 179. Project Planning Exercise 180. Project Plan Template 181. Project Scorecard Exercise 182. Project Management Scorecard 183. Problem Statement Exercise 184. Problem Statement Template 185. KPI Worksheet 186. Terms of Use

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168-PAGE COMPENDIUM OF STRATEGY FRAMEWORKS & TEMPLATES 186-PAGE HR & ORG STRATEGY PRESENTATION 100-PAGE SALES PLAN PRESENTATION 121-PAGE STRATEGIC PLAN & COMPANY OVERVIEW PRESENTATION 114-PAGE MARKET & COMPETITIVE ANALYSIS PRESENTATION 18-PAGE BUSINESS MODEL TEMPLATE

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Human Resources Strategic Plan Templates

This HR strategy presentation template is 186 PowerPoint slides of hr & org strategy storylines, plans, frameworks, org charts, analysis, icons, examples, templates, and more. Designed by human resource leaders and McKinsey consultants, the HR strategic plan template covers HR strategy , org strategy, org design , strategic alignment, financials, the employee journey (hiring, onboarding, development, evaluation, advancement), HR plans & initiatives, culture, values, compensation design, and much more.

HR & Powerpoint Organizational Chart Templates

Human Resources & Organizational Strategy

This section covers the fundamental building blocks of your HR strategy, including the clear articulation of your HR team's mission.

Company Organization & Structure

Gain clarity and insight into your company's organizational structure with comprehensive org charts, visualize your workforce distribution with US and world headcount maps, and evaluate key organizational metrics

Headcount & Workforce Management

Dive into headcount analysis to make informed decisions about workforce management, explore headcount reduction strategies, and design career ladders to foster employee growth.

Employee Journey & Engagement

Build an engaged and productive workforce by improving the employee journey through efficient hiring, seamless onboarding, continuous development initiatives, and understanding employee sentiments with survey results.

Talent Acquisition & Development

Discover the power of an effective talent acquisition funnel to attract and retain top talent, utilize 5C onboarding strategies to ensure a successful integration, and develop employees with thoughtful initiatives for continuous growth.

Human Capital Management (HCM) & Technology

Strategize your Human Capital Management (HCM) with a comprehensive platform strategy, effectively plan HCM projects, and navigate organizational change with a robust change in human resources strategic plan template.

Culture & Compensation

Elevate your company culture and compensation design with frameworks that reinforce your values, and utilize scorecards to track the effectiveness of culture initiatives.

Core Values & Core Competencies

Define and uphold your core values, align your core competencies with your organizational strategy, and develop initiatives to strengthen these foundational elements.

Performance & Strategy Frameworks

Ensure alignment across your organization with cascading goals and KPIs, utilize milestone frameworks to track progress, and leverage powerful 3-box frameworks for strategic decision-making.

Employee Certification & Assessment

Implement employee certification processes for skill validation and use employee assessment strategies to identify potential and areas of growth.

Company Norms & Employee Journey Strategy

Establish company norms for efficient collaboration, and design a cohesive employee journey strategy that aligns with your organizational goals.

Retention Initiatives & High Performing Teams

Implement retention strategies to nurture talent, create team charters to foster high performing teams, and drive a culture of continuous improvement.

Company Culture Initiatives & Employee Diagnostic Results

Drive cultural transformation with well-defined culture initiatives, and gain valuable insights into your organization's strengths and areas for improvement through employee diagnostic surveys.

Compensation Framework & Procurement Prioritization

Craft a comprehensive compensation framework that aligns with your organizational goals, and prioritize strategic procurement to optimize resource allocation with this human resources strategic plan template.

Project Planning & Problem Statement Exercise

Utilize project planning templates to ensure successful execution of your HR initiatives, and conduct problem statement exercises to address organizational challenges effectively.

Frequently Asked Questions

Absolutely! The template offers flexibility, and you can easily customize the slides to match your organization's branding, such as using specific colors, logos, and fonts.

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Blog Human Resources

6 Steps to Create a Strategic HR Plan [With Templates]

By Jessie Strongitharm , Aug 25, 2022

hr plan

The backbone of any successful business is the people and processes behind it — that’s why creating a human resources (HR) plan is key. This strategic document drives your business forward by evaluating where your workforce is at, and comparing it to future needs. 

Without an HR plan, organizations can suffer from issues that would have otherwise been avoided. From productivity pitfalls to costly employee turnover, there’s no shortage of risks you can sidestep if you do human resource planning in advance. 

Not sure where to start? No worries. I’ve outlined six steps you can take to create an effective HR plan that ensures your organization is well-staffed and well-served. You’ll also find a variety of  HR templates  that you can customize in just a few clicks — no design expertise required. 

Click to jump ahead:

What is human resource planning.

  • Assess employees’ current skill levels
  • Forecast your labor needs based on available information
  • Revisit your organizational design
  • Outline how you will manage, motivate and retain talent 
  • Align your workforce planning with your budget 
  • Establish KPIs for your human resource planning objectives

Human resource planning is the process of considering the current and future “people needs” of an organization.

This involves evaluating an organization’s workforce structure and protocols to ensure operational goals are met, productivity stays high and future demands for labor and talent can be fulfilled. 

The result of this process is the creation of an HR plan, which typically takes the form of a written document. These documents tend to follow a similar structure to most  strategic business plans  and are created on an annual basis, by HR managers or company leaders.

Check out the template below for an example. 

hr plan

This eye-catching, one-page  HR Strategic Plan Template  offers a concise summary of your human resource planning efforts, so you can easily share info with colleagues. 

Just swap out the text and visual assets for those of your choosing in  Venngage’s editor , and you’re off to the races. 

Return to Table of Contents

Start creating a strategic HR plan in 6 steps

Ready to create a strategic plan for the human resources that power your business? Here are six steps to help you succeed at the human resource planning process.

  • Assess current employees’ skill levels

The first step to creating a future-forward HR plan is to assess employees’ current skill sets, and compare them to your operational needs moving forward. This will help you identify gaps and inform any hiring of new employees.

Employees’ skill levels can be assessed by reviewing their work history, hard and soft skills and professional growth over time. 

Using a matrix is a great way to understand where the skill gaps in your current workforce exist. Below is an example that describes the skills needed for different marketing roles. 

hr plan

Don’t need it for marketing specifically? No worries — you can fully customize this template by swapping in your own text to examine any human resource gaps. 

Another way to assess skills is by giving employees a questionnaire they can fill out. This  Employee Competency Assessment Template  does just that.

hr plan

Based on the information collected, you’ll get a sense of what positions best suit each individual, and whether any upskilling or hiring is required. 

Next in your strategic strategic HR management plan, you’ll want to consider the future. This involves accounting for any upcoming changes to your workforce, so operations can continue without error.

When forecasting labor needs, the following should be considered: 

  • Planned promotions
  • Upcoming retirements 
  • Layoffs 
  • Personnel transfers 
  • Extended leaves of absence (i.e. maternity/paternity leave) 

Beyond those, it’s a good idea to assess the impact of external conditions on your labor needs during your human resource planning. For example, new technological developments may decrease the amount of employees you require to operate your business. 

Organizational design is the process of structuring the way a business operates so it can best achieve its goals. This is hugely important when it comes to your human resource planning process! 

With a clear understanding of your organization’s strategic objectives in mind, reviewing your organizational design allows you to understand the staffing requirements you’ll need to succeed at them. This means taking into account your  organizational structure  and chains of command, as well as how work gets done and the way information flows.

 From there, you’ll be able to see which departments need more team members so it can accomplish the organization’s objectives. 

An easy way to get started is by using an organizational flow chart. 

hr plan

With its color coding and layout, even a new manager can quickly look at this chart to identify the people responsible for leading teams and making decisions. 

And if there are any changes, it’s easy to to reflect them in the chart itself. All you need to do is customize the text and visual assets in  Venngage’s Chart Maker  as desired. 

Not quite your style? There’s plenty of other  organizational chart templates  to choose from. 

hr plan

Here’s an organizational chart that’s perfect for small businesses that have limited employees. One quick look, and you’re good to go. 

The bottom line is, no matter how big or small your business may be, you should always revisit your organizational design to optimize your workforce management and business operations. 

Related:  Types of Organizational Structure [+ Visualization Tips]

In this day and age, it’s a known fact that companies must provide more than just a paycheque to attract and retain talent, and encourage growth. 

It’s true —  studies have shown  employees are more engaged in their work when they feel it is meaningful, fulfilling and slightly challenging. So your human resource plan should consider how to inspire such feelings, and what actions you can take to motivate employees to stay. (Hint: a strong HR training and development program is key.)  

The  talent management infographic template  below is a great way to begin. 

hr plan

Using this  process chart , you can detail the steps you’ll take to retain the talent you have. Reference it as needed in your human resource planning.

 Another great way to keep staff motivated and geared towards their professional growth is by coming up with  ideas for employee development . Facilitating a company culture that champions continuous learning guarantees your team will feel supported and challenged in all the right ways.

The two employee development plan templates below will help you do just that. 

hr plan

Though both templates are geared towards healthcare organizations, it’s easy to customize their content in Venngage to promote the continuous learning and development of employees in any industry.

 As a result, your employees will be able to reach their full potential, while simultaneously supporting the long-term goals of your organization. 

Related:  6 Employee Development Ideas for Efficient Training

 Let’s face it, human resources ain’t cheap.

 Meaning, if you struggle at organizing and monitoring your HR budget, you’re bound to overspend on your initiatives —and no financially savvy business wants that. 

That’s why I recommend including financial information in your HR planning process, so you can reference your budget and expenses as needed. This ensures you’ll be able to stay within range as you work towards achieving your strategic goals for human capital . 

Plus, you don’t need to use one that contains walls of text and wack-loads numbers. Check out the clean and cheery option below — it’s as easy to fill out as it is to understand. 

hr plan

And if you’re looking to compare a forecasted budget to previous annual spending when strategizing your HR budget, the  Budget Comparison Infographic Template  below will help. 

hr plan

The bar graph is a great  data visualization  of annual expenses, organized by category. Just add (or import) any values to Venngage’s editor, swap out the text, and you’re ready to compare with ease. 

Related:  10+ Expense Report Templates You Can Edit Easily

Measurable results are important when it comes to your HR planning processes, because they indicate whether your strategy is working or not. 

Keeping those metrics in mind, your company can make adjustments and improve upon any future plans — AKA strategize for future success in business. That’s why your human resource plan should include info re: the specific key performance indicators (KPI) you’ll be measuring. 

KPIs are established to help determine if HR strategies and plans are working. Much like those used for evaluating the performance of  marketing  or  sales plan , KPIs for human resources are measurable results that indicate an organization’s success at achieving predetermined goals.

These may take the form of headcounts, turnover rates, demographic information, time to hire and employee satisfaction scores. 

Here’s one employee satisfaction survey you can use to understand your workforce better. 

hr plan

When you’re ready to organize those HR KPIs in a document, the  recruiting template  below is perfect for keeping tabs at a glance. 

hr plan

Related:  10+ Customizable HR Report Templates & Examples

How do I make an HR plan? 

After you’ve collected the data you need, you’ll want to convey this info in an engaging, professional manner for easy referencing and sharing amongst colleagues. Given this, using Venngage is the best route to go. 

Here are the simple steps to help you bring an actionable HR plan to life: 

  • Outline the information you would like to include in your strategic hr plan
  • Pick the human resource planning templates that best suits your needs 
  • Customize the templates’ text and visual assets so they speak to your organization 
  • Apply your company’s brand guidelines with a few clicks using Venngage’s automated branding feature,  My Brand Kit
  • Download and share as desired

Note: sharing is available free-of-charge. However, the option to download your creations and access features like  My Brand Kit and Team Collaboration  are available with a  Business plan . 

FAQ about HR plans

How long should an hr plan be .

There are no hard and fast rules when it comes to the length of an HR plan. That being said, if you’re going to share it with colleagues, you probably don’t want to create a 20+ page document. One to five pages should suffice. 

Try to be as concise as possible when relaying the facts, and use  data visualizations  wherever possible to save room.

Do I need an HR contingency plan?

In the same way creating an HR plan is a proactive move that helps your organization account for future needs, it’s a good idea to devise an HR contingency plan. This ensures there’s a back-up plan in place should your initiatives not go as expected. 

For example, if you’ve identified that you need five new hires to keep up with consumer demand, but the talent pool is lacking, a contingency plan could house suggestions for restructuring your workforce to mitigate this. 

In other words, it’s best-practice to hope for the best, but prepare for the worst. 

Is an HR plan different from an employee development plan?

Yes. While an HR plan is a strategic document describing how an organization addresses its personnel-related needs at a high-level, an  employee development plan  outlines the processes needed to help an individual achieve their professional goals.

 Even though the human resource planning process may involve outlining some employee development tactics, it is not unique to each employee as in the case of an employee development plan.

Make your HR planning processes effortless 

You don’t need a crystal ball to feel confident about your people moving forward. With a solid HR plan and strategy in place, you’ll prime your workforce — and all business endeavors — to succeed in even the most competitive of markets. 

Just remember this: human resources planning, and creating strategic business plans in general, doesn’t have to be exhausting. 

With Venngage’s huge selection of  professionally-designed templates  and easy-to-use editor, all it takes is a few minutes to produce a polished document perfect for all your needs.  Sign up for free today ! 

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Best Strategic Human Resource Planning PPT And Google Slides

Best Strategic Human Resource Planning PPT And Google Slides

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Human Resource Planning Presentation Slides

In the realm of business evolution, Strategic Human Resource Planning (SHRP) stands out as the vital orchestrator, ensuring HR alignment with overarching business goals. It's not just about assessing talent needs; it's a forward-thinking approach, harmonizing HR strategy with organizational direction. With SHRP, manpower forecasting intertwines with objectives, making certain that every talent decision advances the company's mission. By looking holistically, SHRP anticipates future talent requirements while fostering the growth of the present workforce. As businesses aim for the zenith, SHRP becomes the linchpin, streamlining HR planning with strategic imperatives. Seeking its essence? For HR leaders, business innovators, and those aiming to seamlessly merge HR strategy with business direction this template is your guide. Every slide dives deep into SHRP's core, demystifying complex strategies into accessible knowledge. Tailor it to resonate. Every slide is crafted for easy customization, letting your specific narrative shine. For presenters, this is your strategic toolkit. The template not only structures but enhances the essence of SHRP. By merging insightful visuals with concise content, engagement is guaranteed. Given its transformative essence, we urge its adoption. Equip yourself, captivate your listeners, and lead them through the strategic corridors of Human Resource Planning with confidence.

Features of the templates:

  • 100% customizable slides and easy to download.
  • Slides are available in different nodes & colors.
  • The slide contained 16:9 and 4:3 formats.
  • Easy to change the slide colors quickly.
  • It is a well-crafted template with an instant download facility.
  • Highly compatible with PowerPoint and Google Slides.

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human resource strategic planning ppt

Chapter 10 Strategic Human Resource Planning

United auto workers/ ford - a good example. early 80's ford goes to japan to learn lean production from mazda. the six guiding principles: ... – powerpoint ppt presentation.

  • Strategic Human Resource Planning
  • Finding specialized technical talent
  • Finding seasoned managers
  • Developing fair HR management practices (i.e.. EEO compliant)
  • Devising fair workable layoff policies
  • Improving productivity
  • Managing career development opportunities
  • an effort to anticipating future business and environmental demands on an organization and to meet the HR requirements dictating by these conditions
  • Step 1 - Needs forecasting
  • Performance management
  • Career management
  • Note Figure 10-1 p. 155
  • Integral parts
  • Recruitmentdevelopmentcompensationperformance management
  • Linked to external and organizational factors, and specific HR programs.
  • the talent inventory
  • HR forecasts of supply and demand
  • action plans
  • control and evaluation procedures
  • Deal with change--technological , social, regulatory, and environmental
  • "if you don't know where you are going, any road will get you there."
  • Defining company philosophy
  • Formulating company and divisional statements of identity, purpose, and objectives
  • Evaluating the company 's strengths and weaknesses
  • Determining the organization design
  • Developing appropriate strategies for achieving objectives
  • Devising programs to implement the strategies.
  • Make people a key priority
  • Win customers for life
  • Use the total quality management approach to run the business
  • Profitably grow by being the leader in customer-led applications of technology
  • Rapidly and profitably globalize the business
  • Be the best value supplier.
  • Who should be included in the inventory?
  • What specific pieces of information must be included for each individual?
  • How can this information best be obtained?
  • What is the most effective way to record such information?
  • How can inventory results be reported to top management?
  • How often most this in format on be updated ?
  • How can the security of this information be protected?
  • biographical data
  • selection test scores
  • present and past company training and development activities
  • salary history
  • language skills
  • professional qualifications
  • travel attitudes and preferences
  • career interests and assignment preferences
  • experience in foreign countries
  • identification of candidates for promotion
  • assignment to special projects
  • transfer, and training
  • for organization analysis
  • for human resource planning
  • Estimates current data
  • Projections projected data
  • External Human Resource Supply
  • Internal Human Resource Supply
  • Management Succession Planning
  • talent inventory
  • Scarce promotions
  • frustrated expectations
  • job-hopping
  • Examine the paths followed in the past to the top rungs of the ladders.
  • Identify entry and exit points into the career path, usually at the bottom only.
  • Define entry-level position requirements
  • Identify important job experiences leading to the top "rung"
  • Goals Objectives!
  • Monitoring Performance
  • short-run objectives
  • long-range planning efforts
  • Plan in order to reduce the uncertainty of the future!
  • Success in HRP rests on the quality of the action programs
  • University of Illinois Urbana Champaign
  • August 1995
  • A refinement of Mass production developed in Japan characterized by
  • Continuous improvement (kaizen)
  • Attempts to minimize waste (muda)
  • simple tasks are automated (jidoka)
  • to develop an integrative perspective on the nature and problems of transition from mass production to lean production
  • to utilize firm theoretic insights for the evaluation of the place and prospects of lean production in strategic choices of the firm
  • lean production for Europe is explored
  • Empowers employee involvement/representation/parti cipation at three levels of the firm
  • Executive/administrative
  • Manufacturing
  • Even beyond the firm (suppliers and distributors)!
  • Kerr, Dunlop, Harbison, and Meyers (1960)
  • Mass Production associated with Taylorism - ergonomic aspects of production process are streamlined
  • The ceaseless simplification of tasks
  • interchangeable worker - workers were to be reduced to brainless voiceless automatons
  • Lean Production - minimizes waste maximizes the value-adding portion of work
  • The ultimate is a job that is automated
  • "It transfers the maximum number of tasks and responsibilities to those workers actually adding value to the car on the line, and it has in place a system of detecting defects that quickly traces every problem, once discovered, to its ultimate cause"
  • Transfer of Power
  • The maximum transfer of tasks and responsibilities to workers
  • Humanization of the blue collar position
  • implies a drastic reorganization of management process and a revolutionary redistribution of power
  • What should be done about the existing workforce that has been "dumbed down"
  • shut down the plant?
  • transform the current workforce
  • Forms of Resistance
  • Management dislikes empowerment
  • Workers want simple easy jobs
  • Incremental changes cost money
  • unions are also hesitant
  • United Auto Workers/ Ford - a good example
  • Early 80s Ford goes to Japan to learn lean production from Mazda
  • Quality comes first
  • Customers are the focus of everything we do
  • Continuous improvement is essential to our success
  • Employee involvement is our way of life
  • Dealers and suppliers are our partners
  • Integrity is never compromised
  • Employees have participated in advance reviews of products
  • they have participated in rearranging lines and machines
  • they have taken action to eliminate scrap and rework
  • they have visited suppliers to seek improved quality
  • and they have proposed ways to prevent problems from happening
  • Joint governance
  • Co-management
  • highly developed system of employee/union participation in the firm's decision making
  • begins with problem solving through collective bargaining with an explicit mutual interest in productivity enhancing
  • THE enterprise goals are a top priority!
  • No country can import or transplant foreign institutions intact.
  • Historically, Europes HRM/IR has been on its path
  • Humanistic HRM/IR - Europe has gone beyond the types of HRM/IR expected under lean production.
  • labor-management cooperation are taken for granted in Europe
  • Lean production should only be a matter of technical adjustment for Europe
  • Not a traumatic overhauling of the entire HRM/IR system as in the United States
  • Generated out of a Japanese need for Competitive advantages
  • This transition has been forced on American firms
  • Europe's transition to it is likely to be less traumatic than that of the United States.
  • more research and more careful analysis

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human resources strategic plan

Human Resources Strategic Plan

Apr 05, 2019

280 likes | 534 Views

Human Resources Strategic Plan. 2007-2012. HR Staff drives the plan. Idealized Design (visioning) Graphical planning sequence Retreat format Small working group Full staff review, revision, acceptance. Group’s vision (steps). Develop a Story Create a Vision Plan the Journey

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  • detailed plan
  • issues history
  • individual excellence
  • community strategic partnerships center

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Presentation Transcript

Human Resources Strategic Plan 2007-2012

HR Staff drives the plan • Idealized Design (visioning) • Graphical planning sequence • Retreat format • Small working group • Full staff review, revision, acceptance

Group’s vision (steps) • Develop a Story • Create a Vision • Plan the Journey • Develop a Game plan • Construct Roadmap

Timeline • Choose working group December 2006 • Retreat first week of January, 2007 • HR Staff review second week of January • Campus review last two weeks of January • Start date February 1, 2007

OUTCOMES AGENDA Day 1 ROLES Karl Sparks: Facilitator Laura Purifoy: Event Coord. David: Notes recorder Linda: Template recorder Shannon: Chart recorder Angela: Timekeeper • • DEFINE OUR MISSION • DEFINE OUR CORE VALUES • DEFINE OUR FUTURE VISION • • DEFINE PRIMARY AND OTHER OBJECTIVES • DEFINE SUPPORTS AND CHALLENGES 8:00 Housekeeping 8:15 Expectations 8:30 Methodology overview 9:00 Roles and rules 9:45 Break 10:00 Context Discussion 11:00 Visioning presentation 12:00 Lunch 1:00 Visioning 3:00 Break 3:15 Visioning 4:30 End RULES • • Respect other opinions • • Present alternatives • • Speak freely • Let people finish thoughts • • Don’t take things personally • Consensus • Absolute confidentiality • Humor encouraged • Keep an open mind

OUTCOMES AGENDA Day 2 ROLES Karl Sparks: Facilitator Laura Purifoy: Event Coord. David: Notes recorder Linda: Template recorder Shannon: Chart recorder Angela: Timekeeper • • DEVELOP A DETAILED SCHEDULE TO ACHIEVE THE FUTURE VISION • DEVELOP A DETAILED PLAN TO ACHIEVE THE FUTURE VISION • ASSIGN/TAKE RESPONSIBILITY FOR THE PLAN • PLAN OUR COMMUNICATIONS 8:30 Review Day 1 9:00 Identify/set project schedules 9:45 Break 10:00 Identify/set project schedules 12:00 Lunch/discussion 1:00 Develop project plans 3:00 Break 3:15 Develop project plans 4:00 Develop communication plan RULES • • Respect other opinions • • Present alternatives • • Speak freely • Let people finish thoughts • • Don’t take things personally • Consensus • Absolute confidentiality • Humor encouraged • Keep an open mind

UWM Mission “…the University of Wisconsin-Milwaukee must provide a wide array of degree programs, a balanced program of applied and basic research, and a faculty who are active in public service.”

Chancellor Santiago This year (2006/7): • Improve student retention/graduation • Renew State investment in budget • Comprehensive campaign • Improve UWM image • Research Growth Initiative

QUOTES • Sen Kanavas “UWM proves good steward of state funds” COVER • Chancellor Santiago “ The HR Dept continues on its journey of innovaqtion…” UWM Report BOR NAMES UWM CENTER OF EXCELLENCE! SIDEBARS BIG HEADLINES HEADLINE HEADLINE HEADLINE HEADLINE • • Metrics Prove Most Effective & Efficient UW Campus • BOR Adopts UWM Comp Recommendation • HR and Lubar Partnerships Reap Big Grants • • BOR Publishes UWM Best Practices • $10 Million in Savings Back to Instruction • Work/life Balance Improves Diversity • • Top WI Employer of Choice • SHRM Award Goes to UWM HR • CUPA-HR Award Goes to UWM HR • • UWM Leads HR/Payroll Implementation • Improved Campus Climate Attracts & Retains Students, Faculty and Staff IMAGES

VISION • Right organization • Space utilization • Campus/UWS • Community Strategic Partnerships Center of Excellence Innovation/ Continuous Improvement • Best practices • Process simplification Employer Of Choice • Work/life balance • Compensation M I S S I O N Foster a campus culture that attracts/inspires individual excellence, success and alignment with UWM mission/ initiatives • Diversity • Campus climate Inclusiveness And retention Empowered stakeholders • Training and Development • Self-service 5. Process reengineering CHALLENGES 4. Comprehensive training • Openness to change SUPPORTS • Budget 3. Develop WLB and diversity • Highly regulated • Decentralization • Leadership • HR enthusiasm 2. Strategic partnering • Inertia/ resistance • Goodwill 1.HR leads enabling technology • Responsibility Without Authority • Talented HR staff B O L D S T E P S VALUES • Integrity Equity Consistency Collaboration Professionalism Generosity of Spirit

Employer Of Choice MISSION Strategic Partnerships VALUES Empowered Stakeholders GUIDING PRINCIPLES Foster a campus culture that attracts and inspires individual excellence, success and alignment with UWM mission and initiatives. • • Integrity • Equity • Consistency • Professionalism • Collaboration • Generosity of Spirit • • Need for external validation • Dedicated to doing a great job • Better than outsourcing • Follow best practices VISION Center of Excellence Retention/ Inclusiveness Continuous Improvement Innovation CRITICAL ISSUES HISTORY • • PeopleSoft implementation • Budget • Stakeholder support • Communication • Training and development • Diversity/inclusiveness • • Relatively short-tenured staff • Prior strategic plans failed • FTE/budget reductions • Stalled technology projects • • Need to reorganize • HR cross functional collaboration • Align with Payroll, ED, and EDS • Stay in Academic Affairs • Education culture slow to act ORGANIZATION CORE COMPETENCIES • Talented HR staff FUTURE CHALLENGES • Exceptional knowledge base • • Budget • Graying of faculty/staff • Health care/insurance costs • HRIS dedicated resources • Internal Reporting Relationships • Dedication to excellence ENVIRONMENT • Enthusiastic HR staff/adaptable • • Space efficiency • Press/media exposures • Governance rights • Good people skills • Understand university environment

TARGET February 1, 2009 BOLD STEP 1: HR LEADS ENABLING TECHNOLOGY Monthly HR Newsletter WC costs reduced Updated website TEAM/ RESOURCES PRIMARY OBJECTIVES Improved diversity • Laura Aug-Jan09 Metrics established STAGES/TASKS Community goodwill Feb-Jul08 • Angela FMLA game plan Aug-Jan08 Feb-Jul07 • Develop and implement UWM gap technology plan Foster a campus culture that attracts and inspires individual excellence, success and alignment with UWM mission and initiatives. Process imp complete • • PS scoping and timeline complete • Estab UWM • Leadership in PS project • Present consistent UWM view • Conduct BPR for SCAC • • Perform UWM/PS gap analysis • Develop UWM gap tech plan • Implement new HR website • Adopt campus standards • Develop and implement UWM gap technology plan Work/life bal program MISSION Reorganized HR • • Linda New orientation Effective use of space • Shannon Leading UWSA PS NCBI Training • David Work/life committee Expanded base of ops S&L training established • Carla OTHER OBJECTIVES Effective communication • Stacy Improved UWM image SUCCESS FACTORS •Influence PS scoping •Accepted into project leadership • Asked to expand BPR trng •Resources provided for UWM gap plan • Gap tech plan goes live CHALLENGES • Responsibility without authority • Budget (lack thereof) • Decentralized environment • Highly regulated • Inertia/resistance

TARGET February 1, 2009 BOLD STEP 2: STRATEGIC PARTNERING Monthly HR Newsletter WC costs reduced Updated website TEAM/ RESOURCES PRIMARY OBJECTIVES Improved diversity • Laura Aug-Jan09 Metrics established STAGES/TASKS Community goodwill Feb-Jul08 • Angela FMLA game plan Aug-Jan08 Feb-Jul07 • • Align EDS • Dev review method • • Align w/ ED Foster a campus culture that attracts and inspires individual excellence, success and alignment with UWM mission and initiatives. Process imp complete • LA/BFS regular mtgs • ID community resources • Form trng strg comm • Estab UW UWSA contacts •Joint projects • Make contacts • Coord programs • Offer RD BPR trng • Align payroll • Make contracts • Develop TA RD Work/life bal program MISSION Reorganized HR • • Linda New orientation Effective use of space • Shannon Leading USWA PS NCBI Training • David Work/life committee Expanded base of ops S&L training established • Carla OTHER OBJECTIVES Effective communication • Stacy Improved UWM image SUCCESS FACTORS •HR and ED align w/ providers •HR and Payroll align •Community ties pay mutual gains • HR and EDS align • One-stop dev. site CHALLENGES • Responsibility without authority • Budget (lack thereof) • Decentralized environment • Highly regulated • Inertia/resistance

TARGET February 1, 2009 BOLD STEP 3: DEVELOP WLB AND DIVERSITY Monthly HR Newsletter WC costs reduced Updated website TEAM/ RESOURCES PRIMARY OBJECTIVES Improved diversity • Laura Aug-Jan09 Metrics established STAGES/TASKS Community goodwill Feb-Jul08 • Angela FMLA game plan Aug-Jan08 Feb-Jul07 • •Units schedule NCBI training • Implement FMLA plan • Measure results Foster a campus culture that attracts and inspires individual excellence, success and alignment with UWM mission and initiatives. Process imp complete • • Identify issues • Communicate with units • Prioritize • Hire Metrics Analyst • •Identify resources • Establish partnerships • Establish NCBI trng • Establish FMLA game plan • •Train units in NCBI • Communicate programs & actions • Finalize FMLA game plan Work/life bal program MISSION Reorganized HR • • Linda New orientation Effective use of space • Shannon Leading USWA PS NCBI Training • David Work/life committee Expanded base of ops S&L training established • Carla OTHER OBJECTIVES Effective communication • Stacy Improved UWM image SUCCESS FACTORS • Metric Analyst hired • Issues & resources identified • NCBI training in place •Unit personnel trained • Metric analysis completed CHALLENGES • Responsibility without authority • Budget (lack thereof) • Decentralized environment • Highly regulated • Inertia/resistance

TARGET February 1, 2009 BOLD STEP 4: COMPREHENSIVE TRAINING Monthly HR Newsletter WC costs reduced Updated website TEAM/ RESOURCES PRIMARY OBJECTIVES Improved diversity • Laura Aug-Jan09 Metrics established STAGES/TASKS Community goodwill Feb-Jul08 • Angela FMLA game plan Aug-Jan08 Feb-Jul07 • • Schedule exec-level training • Implement feedback & suggestions for modifications Foster a campus culture that attracts and inspires individual excellence, success and alignment with UWM mission and initiatives. Process imp complete • • Solicit input • Identify needs • Identify budget • Design & develop orientation • Align with ED for enrollment management • Design supervisory training • •Deliver responsive orientation • Design and develop leadership training • Implement supervisory training • • Implement leadership training • Research and explore executive training Work/life bal program MISSION Reorganized HR • • Linda New orientation Effective use of space • Shannon Leading USWA PS NCBI Training • David Work/life committee Expanded base of ops S&L training established • Carla OTHER OBJECTIVES Effective communication • Stacy •Supervisory training in place Improved UWM image SUCCESS FACTORS •Comprehensive orientation delivered •Continuous improvement process in place • Align with ED •Leadership training in place CHALLENGES • Responsibility without authority • Budget (lack thereof) • Decentralized environment • Highly regulated • Inertia/resistance

TARGET February 1, 2009 BOLD STEP 5: PROCESS REENGINEERING Monthly HR Newsletter WC costs reduced Updated website TEAM/ RESOURCES PRIMARY OBJECTIVES Improved diversity • Laura Aug-Jan09 Metrics established STAGES/TASKS Community goodwill Feb-Jul08 • Angela FMLA game plan Aug-Jan08 Feb-Jul07 • • Analyze and document processes • Begin process improve- • ments Foster a campus culture that attracts and inspires individual excellence, success and alignment with UWM mission and initiatives. Process imp complete • • Develop BPR training • Identify campus participants • Review APBS processes • Convene core team • Begin BPR training • •Train core team • Add to existing BPR list • Identify future BPR possibilities • •Prioritize existing BPR • Assemble sub-teams • Assign processes to subteams • Analyze & document processes • ID future PS requirements Work/life bal program MISSION Reorganized HR • • Linda New orientation Effective use of space • Shannon Leading USWA PS NCBI Training • David Work/life committee Expanded base of ops S&L training established • Carla OTHER OBJECTIVES Effective communication • Stacy Improved UWM image SUCCESS FACTORS •Leveraging existing technical & personnel resources •Commitment by HR. & Campus to BPR • Successful implementation of PS • • CHALLENGES • Responsibility without authority • Budget (lack thereof) • Decentralized environment • Highly regulated • Inertia/resistance

Living the Strategic Plan • Model new behaviors • Create early wins • Support continuous improvement • Review, revise and re-communicate • Celebrate milestones

MISSION Foster a campus culture that attracts and inspires individual excellence, success and alignment with UWM mission and initiatives. A S P I R A T I O N S • UWM Strategic • Center of Excellence • Work/live Balance • Best Practices Leader • Award Winning Process Reengineering Enabling Technology Strategic Partnering Develop WLB And Diversity Comprehensive Training

Stakeholders Judge Us • Who are the stakeholders? • How do we engage them? • Does the HR plan make sense to them? • Does the HR plan work for them? • Is the plan “EFFECTIVE”?

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    Define HRM? Why it is important for an organization. Introduction to Human Resource Management Human resource planning Human resource audits Strategic HRM Planning PowerPoint Presentation Slides HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ... Strategic Role of HR Viewers also liked (9) Hot Topics of Human Resources

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    Human Resource Planning Presentation Slides. In the realm of business evolution, Strategic Human Resource Planning (SHRP) stands out as the vital orchestrator, ensuring HR alignment with overarching business goals. It's not just about assessing talent needs; it's a forward-thinking approach, harmonizing HR strategy with organizational direction.

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    Human Resources Strategic Plan. Human Resources Strategic Plan. 2007-2012. HR Staff drives the plan. Idealized Design (visioning) Graphical planning sequence Retreat format Small working group Full staff review, revision, acceptance. Group's vision (steps). Develop a Story Create a Vision Plan the Journey. 530 views • 21 slides

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    Title: Chapter 10 Strategic Human Resource Planning 1 Chapter 10 Strategic Human Resource Planning Compatibility of Human Resource Management, Industrial Relations, and Engineering Under Mass Production and Lean Production An ExplorationINP 6935September 18, 2001Dave Lewis Human Resource Management 2 Cascio - Chapter 10 (pg 153) Dr. Wayne F. Cascio

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    2. In simple words, HRP is understood as the process of forecasting an organization's future demand for, and supply of, the right type of people in the right number. After this only the HRM department can initiate the recruitment and selection process Its called by manpower planning, personal planning or employment planning 3.

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    PPT - Human Resources Strategic Plan PowerPoint Presentation, free download - ID:1440989 1 / 21 Human Resources Strategic Plan Apr 05, 2019 280 likes | 525 Views Human Resources Strategic Plan. 2007-2012. HR Staff drives the plan.