HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR...

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<How to develop and deploy your HRM strategy> HRM STRATEGY HOW-TO-GUIDE Image Copyright s_oleg, 2013 Used under license from Shutterstock.com How-to-Guide HRM Strategy ©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com

description

Having a clearly defined Strategic HR Plan helps you to become a strategic HR Business Partner, and will increase your credibility with Senior Management. It will also help you to follow up on defined HR actions and report on progress in a highly professional way. This Manual will help you to build your own HRM Strategy!

Transcript of HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR...

Page 1: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

<How to develop and deploy your HRM strategy>

HRM STRATEGY HOW-TO-GUIDE

Image Copyright s_oleg, 2013 Used under license from Shutterstock.com

How-to-Guide HRM Strategy

©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com

Page 2: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

How-to-Guide HRM Strategy

It all started years ago, when we ourselves, as HR Professionals, came to realize the hard way, that it is highly time-consuming to find ready-to-use, straightforward HR information on the internet. The option to work with expensive consultancy firms being a budgetary challenge in the economic down-turn, we looked for other EFFICIENT ways for designing and customizing our HR instruments ourselves at a high standard.

That is how our idea grew to develop pragmatic and generic how-to HR guides around HOT HR processes, such as Strategic Planning, Change Management, Performance & Talent Management! We also wanted to offer great HR tools & templates that people could download quickly and then customize to their own needs.

Just like a very professional Do-It-Yourself store for all kinds of HR issues!

To ensure the widely applicable usage of our products, we started connecting with senior HR think alikes across the globe, to help create and/or validate our Toolkits. As you read this, we are producing more practical tools & templates for you with this team. Don’t hesitate to send us a query through our web shop if you think of something particular you can’t find anywhere!

Anne & Tania, Brussels, 2013

WE WELCOME YOU TO THE HRM TOOLSHOP

©HRM Toolshop, 2013, all rights reserved www.hrmtoolshop.com

Together, we combine 40 years of HR experience across industries

and geographies.

Page 3: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

HRM TOOLSHOP

• This Guide is part of the HRM STRATEGY TOOLKIT. This toolkit helps you to build your own HRM Strategy.

• In the Category of HR STRATEGY & PLANNING, you can also find the related HR Toolkits for further deploying your HRM Strategy:

– HR Reporting Toolkit

– Workforce Planning Toolkit (under construction)

– Succession Planning Toolkit (under construction)

• Go to www.hrmtoolshop.com for more HR Toolkits & Guides.

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How-to-Guide HRM Strategy

Page 4: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

• Is your organization in need of a long term strategy for managing HR? Does your CEO challenge you to come up with HR plans that are aligned with the business plans? Do you have a strong strategic HR plan in your head but little time and no standard templates to turn this plan into a formal HR Strategy Document?

• Having a clearly defined Strategic HR Plan helps you to become a strategic HR Business Partner, and will increase your credibility with Senior Management.

• It will also help you to follow up on defined HR actions and report on progress in a highly professional way.

ABOUT THIS GUIDE

How-to-Guide HRM Strategy

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Page 5: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

How-to-Guide HRM Strategy

• Our How-to-Guides, such as the one you are currently reading, are limited in application: each customer can consult our How-to-Guides, but they cannot be shared, edited, customized, etc... in any format or context. These Guides only serve as comprehensive manuals for you in applying all the HRM Toolshop Tools & Templates, and should be used for that purpose only.

• Each of our How-to-Guides is therefore only offered in a non-customizable or non-editable format.

• On the other hand, you are allowed to use the Tools & Templates for which you bought a license, and customize these to your needs, subject to the limitations under the License.

• For more information: see our General Conditions on www.hrmtoolshop.com

USING THIS GUIDE

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Page 6: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

• The Theory : Introducing the Concept & Model What is Strategic HRM?

• The Practice : A roadmap for creating your HRM Strategy How to develop your HRM Strategy?

• The Experience : Sharing experiences How to be successful?

INSIDE THIS GUIDE

How-to-Guide HRM Strategy

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Page 7: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

WHAT IS STRATEGIC HRM?

The Theory : introducing concepts & models

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How-to-Guide HRM Strategy

Page 8: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

• Strategic Human Resources Management (strategic HRM, or SHRM) may be regarded as an approach to the management of Human Resources that provides a strategic framework to support long-term business goals and outcomes.

• The approach is concerned with longer-term people issues and macro-concerns about structure, quality, culture, values, commitment and matching resources to future needs.

(source: CIPD book Strategic HRM: the key to improved business performance)

WHAT IS STRATEGIC HRM?

How-to-Guide HRM Strategy

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Page 9: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

• Aligning HRM Strategy with the Business Strategy A MODEL THAT WORKS

Company Vision & Mission

Business Strategy & Plans

HRM 5 Year Strategy & Prios

HR Department Annual

Strategic Plan

Analysis of External

Environment

Analysis of Internal Environment

How-to-Guide HRM Strategy

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Page 11: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

HOW TO DEVELOP YOUR HRM STRATEGY?

The Practice : A roadmap for creating your HRM Strategy

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How-to-Guide HRM Strategy

Page 12: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

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ROADMAP OVERVIEW STEPS FOR DEVELOPING YOUR HRM STRATEGY

IV. Implementing your HRM Strategy

A. Define measures and KPIs against

each strategic action and agree on reporting approach

B. Formulate your HRM

Strategy based on the agreed Priorities and Action Plans

D. Plan the roll-out of the

HR(M) Strategy with the HR

team

C. Define your HR Department

Plan

III. Translating the Strategic HRM Priorities in 5-year

action plans

A. Define the 5-yr targets and actions related

to WORKFORCE PLANNING &

STAFFING

B. Define the 5-yr targets and actions related

to ORGANIZATION DEVELOPMENT

D. Define the 5-yr targets and

actions related to EMPLOYEE ENGAGEMENT

C. Define the 5-yr targets and actions related

to TALENT MANAGEMENT

II. Defining the strategic HRM Priorities for the Business

C. Map the agreed

priorities into your Strategic

HRM Framework

A. Prepare a complete

Report on the Organization &

People Management

Gaps & Challenges

B. Conduct a workshop with

the Management

Team to share the key findings

and agree on the Business

Priorities

I. Identifying future organizational & people

challenges

A. Understand the Business

Plan &

External Business

Drivers for Change

C. Assess the current

Organizational Performance

D. Survey the Voice of the Employees

B. Analyze External Labour and Workforce

Trends for the Future

How-to-Guide HRM Strategy

Page 13: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

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• Objective = To collect all relevant data about the future organization and people management challenges and compare this with current performance related issues.

• Critical HR Competencies to have:

– Business Understanding

– Customer Orientation

– Facilitating & Consulting

– Conceptual Thinking

– Analytical Thinking

STEP I – IDENTIFYING FUTURE ORGANIZATIONAL & PEOPLE CHALLENGES

I. Identifying future organizational & people challenges

A. Understand the Business Plan

& External Business Drivers for Change

C. Assess the current

Organizational Performance

D. Survey the Voice of the Employees

B. Analyze External Labour and Workforce

Trends for the Future

How-to-Guide HRM Strategy

Page 14: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

• Begin by selecting the entity for which the HRM strategy is being developed:

a) Entire organization

b) One specific business unit

c) One location or geographical area

• In case of b) or c), verify whether a corporate HRM strategy exists which you would need to use as the foundation for developing your business or location-specific one.

• Once you have defined your scope, identify the leaders who are responsible for the overall business plans.

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A. UNDERSTAND THE BUSINESS PLAN & EXTERNAL BUSINESS DRIVERS

How-to-Guide HRM Strategy

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Page 16: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

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HRM STRATEGY – TOOLS OVERVIEW AVAILABLE TOOLS PER STEP IN THE PROCESS

IV. Implementing your HRM Strategy

III. Translating the Strategic HRM Priorities

in 5-year action plans

II. Defining the strategic HRM Priorities for the

Business

I. Identifying future organizational & people

challenges

HR Business Review - Questionnaire

HR Business Review - Reporting Template

Future HR Trends Analysis -Worksheet

Organization Review – Questionnaire & Reporting Template

The Voice of the Employees Survey – Questionnaire

The Voice of the Employees Survey - Reporting Template

HRM Gap Analysis - Worksheet

HR Business Prioritization Workshop - Template

Strategic HRM Priority Mapping - Template

Strategic HRM 5-yr Action Plan -Template

See HR Project Management Tools

Strategic HRM Dashboard – Reporting Template

HRM Strategy Document –Template

HR Department Strategic Plan - Template

See HR Reporting Tools

See HR Organization Tools

See HR Policies

See Organization & Change Tools

See HR Project Management Tools

How-to-Guide HRM Strategy

Page 17: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

CRITICAL SUCCESS FACTORS & POTENTIAL PITFALLS

The Experience : Sharing Lessons Learned

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How-to-Guide HRM Strategy

Page 18: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

• Avoid surprises: know the concerns and level of strategy-experience of your management team.

• Think and talk like a business leader during the first two steps of this project. So make sure you know all the business issues your company is facing.

• You have to know the organizational structures, HRM strategies and challenges of the key competitors of your company – this is where your management peers will start using your expertise. You often can find this kind of information through internal staff that came from these competitors.

CRITICAL SUCCESS FACTORS -1

How-to-Guide HRM Strategy

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Page 20: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

• You liked this template and you want to share HRM Toolshop’s Products with other HR Professionals or Business Professionals with HR Responsibilities? Thank you for respecting our Intellectual Property Rights and referring other interested professionals to www.hrmtoolshop.com!

• Reproduction, adaptation or translation without permission is prohibited. All HRM Toolshop products are protected by copyright laws and you do not have the right to sell, re-license, sublicense, distribute or assign any of these Products. For more information: see our General Conditions on www.hrmtoolshop.com.

• The HRM Toolshop products are HR Tools & Templates provided on an “as is” basis with no warranties or guarantees, including all express, statutory and implied warranties of merchantability, fitness for a particular purpose, title and non-infringement. HRM Toolshop does not warrant that its Products are accurate, reliable, correct, or applicable to your situation or jurisdiction.

USER TERMS

How-to-Guide HRM Strategy

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Page 22: HRM Strategy - How to develop and deploy a HRM Strategy for your Company. A Manual for HR and non-HR Professionals

WHO WE ARE How-to-Guide HRM Strategy

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My fascination for Talent Management grew as I moved up the hierarchic ladder: as an eager young search professional in the Retail Sector I came to realize the importance of efficient hiring & onboarding processes and skills. As I moved on in various leadership roles, one of them in the Federal Government, I often was challenged with matching people their competencies in critical roles effectively. Over these years, I gained a lot of experience in Talent Development and Competency Management.

At that time, Compliance became an important concern in many organizations, and I decided to obtain a Master’s Degree in Labor Law. Once graduated, I started applying these new HR Legal competencies in my assignments as HR Consultant, mainly in the Energy sector, where I mainly focused on HR Transformations and HR Policy design work. To really specialize in the HR Legal side of business, for projects around restructuring, employee relations, wellbeing, etc. ..., I joined a well-known international legal firm as a senior legal consultant for a couple of years. Today I am fully dedicated in managing my own HR consultancy firm, offering specialized services in Talent Management besides running the HRM Toolshop.

I started my career in the Oil & Gas Industry within the Learning & Development area, and then moved into a senior HR consultancy role at a BIG 5 Consultancy Firm where I became trained in Organization Design, Change Management and HR Transformation through theory and practice.

Interesting times, lots of international traveling, but I felt that I needed to get exposed to the down-to-earth, operational side of HR!

I took up several international HR Director roles in Europe and the Middle East, in various industries: working within different cultures, and how to apply HR practices across locations became my key lessons learnt those years.

Summarizing all the things I saw and experienced during my career up until now would be as follows: “Running a Successful Business is Being very Smart about how you manage your People and Starts with Genuine Respect”. Any successful HR action will derive from this principle.

Tania acquired 20 years of experience through managing international HR Legal Projects and Talent & Development Programs across industries.

Anne gained 20 years of experience in guiding businesses through change, leadership development and strategic HR planning programs internationally.