BASIC

HR KNOWLEDGE
 HUMAN RESOURCE FRAMEWORK
Analyze, set direction & control organization
congruency with the demand of
Maintain
Corporate the strategic business
Expansive Strategic Business Plan objectives & plan
Retrench As response to environmental Corp HR
opportunities & challenges
Organization Strategy, Organization
Development, HR budget, HRIS,
Manpower Planning strategy,
Succession & Replacement Planning
Planning
Integration of maintaining & retrenchment
Retirement Analysis
Bench strength strategy Recruitment & Selection,
Talent Management Strategy Placement Strategy

Retaining Dynamic HR Cycles Acquiring

Which is led by Corporate
Business Plan

Maintaining Developing
Compensation & Benefits Strategy Training &Dev Strategy
Industrial Relation Strategy Performance Mgt Strategy
Corporate family Career Dev. Strategy
Work-family life balance program Competency Dev. Strategy
HR Centre of Expertise
 Dave Ulrich’s 4 Roles of HR

Strategic Partner Employee Advocate

where you help turn strategy into results by where you manage the talent or the
building organizations that create value intellectual capital within a firm

Change Agent Administrative Expert

where you help make change happen and, where you try to get things to happen
in particular, you help it happen fast; better, faster, cheaper

HR Champions by Dave Ulrich

 SHARED RESPONSIBILITY IN
BUILDING A COMPETITIVE ORGANIZATION
Strategic Human FUTURE / STRATEGIC Transformation
Resources FOCUS and Change
External Consultant
Line Managers 3
5
Line Managers
4
Field HR
5 HR
3
PROCESSES PEOPLE
HR
Corporate HR 2
5

Line Managers
Outsource 6
3
Technology Information Employees
2 2
Firm DAY-TO-DAY / OPERATIONAL Employee Contribution
Infrastructure FOCUS
 Five Dimensions of a Strategy Map

Shareholder Value
Financial
Perspective
Human Capital Human Resource
Effectiveness Efficiency

Customer Customer Satisfaction

Employee
Satisfaction
Perspective

Internal Manage
Deliver World Manage Customer
Process Class services Relationships Operating
Efficiency
Perspective

Enablers Two Tiers of Learning and Growth

Learning & Strategic

Growth Competencies Leadership Cultural Climate Alignment / Team
Motivation Integration
Perspective

“Meta-Enablers” WORK CAPABILITY

Alignment of HR systems

Competency
Model
 Performance Management System - Cycle

MENTOR & COACH MID-YEAR

PERF. REVIEW
&
Train & Develop MID-YEAR
Based on IDP IDP REVIEW
PERFORMANCE PLAN (Ongoing)
Feedback Session
Annual Business Plan (ABP) (July)
Dept/Operations Plan (KPI-based)

Team Plan (KPI-based)

ANNUAL MENTOR & COACH
Individual Plan (KPI-based) PERF. REVIEW
(Oct – Dec) &
ANNUAL IDP REVIEW Train & Develop
Based on IDP
Feedback Session (Ongoing)
Written Appraisal
(January)
 Performance, Potential or BOTH ?
Employee Ranking Grid

Exceptional Talent
Potential Talent Talent

Potential Performer Performer with High Performer

P o t e n t I a l

Potential with Potential

Solid, Valued High

Underperformer Performer Performer

Performance
The Culture link to Business Objectives
Determines Employee Determines how Work
Behavior Gets Done

Culture

Helps Deliver Strategy

“Organization culture is the shared assumptions, beliefs, values, and norms of

the organization which drive shared patterns of behaviors.”
It can be ‘DEFINED’ and ‘CHANGED’
 HR Role in Culture Development
Role of HR

Strategic Champion Employee Advocate Change Champion

• Contributes to the • Plays an integral role in • Contributes to the

development of and the
accomplishment of the
organization-wide business
plan and objectives
organizational success via
his knowledge about and
advocacy of people.
organization by constantly
assessing the effectiveness
of the HR function and
sponsors change in other
departments.

Clarifies desired organization culture

The Only Thing Stopping You Is…

YOU!