HR- Strategy

Alima Aktar, Ph.D.

Assistant Professor of HRM, Department of Management, North South
University
Main Questions

• How are company strategies and HR strategies related?

• As part of an HR strategy which company functions should be
of the highest priority?
The Strategic Management Process

3
Strategic Priorities

Innovation Brand Price Design Quality

 Behaviorally Strategic
anchored Rating
Workforce
Scale
Competence Planning
Management Strategy KPIs
Competence 360
Model Succession
Job Architecture Balanced Career Paths
Planning
Scorecard

Talent Management
Talent
Job
Review
Job Profiles
Descr.

Performance
Appraisal
Job
Ads

Recruiting Employee Skills & Competencies Profile

HRIS
Development Plans
Business Environment Analysis
Global
Economy

Country &
its Economy

Industry

Business
Entity
 Matrix to Mapping Business Entities in Bangaldesh

Nature of the Ownership

State Owned Locally Owned Locally Owned Non- Foreign Joint Public-Private
Type of Industry Enterprise (SOE) Family Firm Family Firm
Multinational Firm
Venture Partnership (PPP)

Listed Unlisted Listed Unlisted Listed Unlisted Listed Unlisted Listed Unlisted Listed Unlisted
Bank
Insurance
RMG
Textile
Pharmaceutical
Cement
Ceramic
FMGC
Company Strategy – HR Strategy
Company Strategy Employees HR Stratgy

Strategic Challenges Competencies Key Functions

Strategic Priorities Motivation Recruiting

Business Objectives Commitment Development

Competitive Values Communication

Advantages
Availabilty Layoffs
Company Vision
Types of Strategic Planning

Corporate Competi Function

Diversificati tive al
Cost
on Leadership
Vertical
integration Courses
Differentiat of action
ion should
Consolidati
on be taken

Focus
Geographic
expansion
Which function is of the highest Importance?

Management

Core Functions

Sales/
Product Prod.- Production/ Key Service/
R&D Design Marketing
Mgmt Planning Engineering Account Support
Mgmt

Supportive Functions

Human Public
Quality Controlling/ Facility/
IT Resource Relations/ Purchase Logistics
Mgmt Accounting Security
Mgmt Comm.
The HR Scorecard Approach

• HR scorecard
• Measures the HR function’s effectiveness and efficiency in producing
employee behaviors needed to achieve the company’s strategic goals.

• Creating an HR scorecard
• Must know what the company’s strategy is.
• Must understand the causal links between HR activities, employee behaviors,
organizational outcomes, and the organization’s performance.
• Must have metrics to measure all the activities and results involved.
 HR Audit
• HR audit is an analysis by which an organization measures where it currently
stands and determines what it has to accomplish to improve its HR function.

• It is a process of examining policies, procedures, documentation, systems, and

practices with respect to an organization’s HR functions.
HR audit generally involves:

(1) reviewing the functioning of most aspects of the company’s human

resource function (recruiting, testing, training, and so on), usually using a
checklist,
(2) ensuring that the employer is adhering to government regulations
and company policies.