{"id":517,"date":"2019-07-29T18:17:42","date_gmt":"2019-07-29T18:17:42","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/?post_type=chapter&p=517"},"modified":"2024-04-24T23:21:45","modified_gmt":"2024-04-24T23:21:45","slug":"putting-it-together-human-resource-strategy-planning","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/chapter\/putting-it-together-human-resource-strategy-planning\/","title":{"raw":"Putting It Together: Human Resource Strategy and Planning","rendered":"Putting It Together: Human Resource Strategy and Planning"},"content":{"raw":"The essence of management and strategy is making sense of reality: human, organizational, and situational. And, more critically, to be able to act on that insight. From both an executive management and human relations management standpoint, strategy is about alignment: alignment of the mission, core values, culture, competitive strategy and supporting infrastructure, including policies and practices.\r\n\r\nAs Jim Collins and Jerry Porras phrase it in Built to Last: Successful Habits of Visionary Companies<\/em>: \u201cBuilding a visionary company requires one percent vision and 99 percent alignment.\u201d Alignment also requires an understanding of human motivation and how to inspire a belief in and commitment to that vision. To quote Simon Sinek: \u201cIf you hire people just because they can do a job, they\u2019ll work for your money. But if you hire people who believe what you believe, they\u2019ll work for you with blood and sweat and tears.\u201d\r\n\r\nThe following table summarizes both the strategic planning process and the implications for human resource strategy:[footnote]Bawany, Sattar. \"The Role and Future of HR: Today's Challenges & Tomorrow's Vision.<\/a>\" HR.com. January 6, 2015. Accessed July 30, 2019.[\/footnote]\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\n
Strategic Analysis, Strategy Formulation, and Strategy Implementation<\/caption>\r\n
<\/th>\r\nStrategic Analysis<\/th>\r\nStrategy Formulation<\/th>\r\nStrategy Implementation<\/th>\r\n<\/tr>\r\n
Business\r\nStrategy<\/th>\r\nAssess driving forces in the industry<\/td>\r\nFormulate mission, vision, and values<\/td>\r\nDevelop organizational capabilities<\/td>\r\n<\/tr>\r\n
Determine key success factors<\/td>\r\nDefine culture, management philosophy, and business practices<\/td>\r\nManage performance<\/td>\r\n<\/tr>\r\n
Assess business and organizational capabilities<\/td>\r\nSet business objectives and priorities<\/td>\r\n<\/td>\r\n<\/tr>\r\n
Define strategic issues<\/td>\r\nDevelop action plans<\/td>\r\n<\/td>\r\n<\/tr>\r\n
Identify competitive advantage and associated market positioning<\/td>\r\nAllocate resources<\/td>\r\n<\/td>\r\n<\/tr>\r\n
Human Resources\r\nStrategy<\/th>\r\nAssess people and organizational implications [of business strategy]<\/td>\r\nDevelop people-related strategies in support of business strategy<\/td>\r\nEnable effective change<\/td>\r\n<\/tr>\r\n
Assess people-related organizational capabilities<\/td>\r\n<\/td>\r\nAlign core people management processes to enable implementation<\/td>\r\n<\/tr>\r\n
Determine future people and organizational requirements<\/td>\r\n<\/td>\r\nAlign human resources function with changing requirements<\/td>\r\n<\/tr>\r\n
Identify people-related capability gaps<\/td>\r\n<\/td>\r\nEstablish and implement a business plan for the HR function<\/td>\r\n<\/tr>\r\n<\/tbody>\r\n<\/table>","rendered":"

The essence of management and strategy is making sense of reality: human, organizational, and situational. And, more critically, to be able to act on that insight. From both an executive management and human relations management standpoint, strategy is about alignment: alignment of the mission, core values, culture, competitive strategy and supporting infrastructure, including policies and practices.<\/p>\n

As Jim Collins and Jerry Porras phrase it in Built to Last: Successful Habits of Visionary Companies<\/em>: \u201cBuilding a visionary company requires one percent vision and 99 percent alignment.\u201d Alignment also requires an understanding of human motivation and how to inspire a belief in and commitment to that vision. To quote Simon Sinek: \u201cIf you hire people just because they can do a job, they\u2019ll work for your money. But if you hire people who believe what you believe, they\u2019ll work for you with blood and sweat and tears.\u201d<\/p>\n

The following table summarizes both the strategic planning process and the implications for human resource strategy:[1]<\/sup><\/a><\/p>\n\n\n\n\n\n\n\n\n\n\n\n\n
Strategic Analysis, Strategy Formulation, and Strategy Implementation<\/caption>\n
<\/th>\nStrategic Analysis<\/th>\nStrategy Formulation<\/th>\nStrategy Implementation<\/th>\n<\/tr>\n
Business
\nStrategy<\/th>\n		Assess driving forces in the industry<\/td>\nFormulate mission, vision, and values<\/td>\nDevelop organizational capabilities<\/td>\n<\/tr>\n
Determine key success factors<\/td>\nDefine culture, management philosophy, and business practices<\/td>\nManage performance<\/td>\n<\/tr>\n
Assess business and organizational capabilities<\/td>\nSet business objectives and priorities<\/td>\n<\/td>\n<\/tr>\n
Define strategic issues<\/td>\nDevelop action plans<\/td>\n<\/td>\n<\/tr>\n
Identify competitive advantage and associated market positioning<\/td>\nAllocate resources<\/td>\n<\/td>\n<\/tr>\n
Human Resources
\nStrategy<\/th>\n		Assess people and organizational implications [of business strategy]<\/td>\nDevelop people-related strategies in support of business strategy<\/td>\nEnable effective change<\/td>\n<\/tr>\n
Assess people-related organizational capabilities<\/td>\n<\/td>\nAlign core people management processes to enable implementation<\/td>\n<\/tr>\n
Determine future people and organizational requirements<\/td>\n<\/td>\nAlign human resources function with changing requirements<\/td>\n<\/tr>\n
Identify people-related capability gaps<\/td>\n<\/td>\nEstablish and implement a business plan for the HR function<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n\n\t\t\t
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Candela Citations<\/h3>\n\t\t\t\t\t
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