University Of Liverpool HR Resourcing.20110901.201(UKL1.HRRESO.20110901.201) Prepared by Tallal Basahel (15495162)
HR Strategy Processes Sub ProcessesProceduresWhy(?)
Conduct SWOT Analysis for theOrganization as well as GeneralDepartments.
It will show strength , weakness , opportunities and Threats
Conduct Scenario Analysis for identifyingSuccess Factors
It will Clear visions in Leadership, Talents, High Performance CorporateCulture and Strategic Planning
Identify and analyze the coreactivities/services
It will explain Employment , Training & Development , Compensation ,Employment Relation
Analyze past success and ailures atdepartment levels and identify lessonslearned.
It will point out old mistakes & Help to prevent them in the FutureIdentify Strategic Themes and developStrategic Map that defines the strategicobjectives.It will help the HR Department to identify their Vision And Align it with thecompany's vision .
Develop strategic plan and strategicinitiatives by defining responsible person,activities, resources required, expectedresults and priority.
It will give an indications on who will last in the company and who can takeresponsibilities and who has the skills to concur the jobIdentify risk s and maintaining strategiesassociated with the implementation ofthe strategy.It will give the prediction rule on why certain action could happen and effectthe organization operations .
Succession Planning /Leadership and Management
HR Manager is to review processpropose action after gather allinformation to help in successfulsuccessionTo avoid any potential conflict between owners and executive managers ,planning prioritiesLevel of ownership to be retained(Brain storming) Review of family orexecutive level influences and thenextend it to other managers in theorganizationLevel of management control to be passed onConclude the meetings with top guysprioritiesIt will show who are the successorsIt will help the organization to consist with other HR system :
-skilled based ,
- Merit pay reinforces performance ,
- Overtime pay rules ,
- Merit Pay ,
-Bounce .Strategic Reward SystemsPa for Performance
1. Base Salary2. Pay Incentives3. Employee Benefits
Intrinsic Rewards – centres on the work
HR Strategy Process Matrix
Administer surveys and interviews withstakeholder for performance andexpectation feedbackFloating the company whencritical position fall vacantInitial discussion to gain understandingof family influences on decision makingIt will give an indications on Manager performance
Assess CurrentOrganization Performance
Review and confirm theorganization vision and missionIdentify the KPIs for each strategicobjective of each DepartmentIt will show % wise , on HR Functions example Performance appraisalparticipation rate, Staffing rate , Training Out comes