Thanks and well done. I have only one comment - on the vision. Many people do not understand what a vision is or how it should be coined to make an impact. As a result, the visions become or look like missions. This is a common mistake that discredits the role it plays.
A vision is a dreamlike disposition in the future. It is where you want to be. The ultimate goal in some point in time. In your case, it is the ultimate place you want to see for your Human Capital to have achieved or accomplished. It should be thought of like a destination.
How will you know when you have arrived there?. That's why you need to give it a time-frame. At the company's level, it is meant to give clarity, allign and energise it's management and workforce to pursue a position that will make a difference in the market place. The same should apply to HR, if you were to have a vision of your own.
Always start the Vision with "become". A sample I can think of is, "To become the top 3 best employer of choice by 2010 or "To become the best HR Centre of Excellence in Asia by 2020. Aim high using the SMART goals guidelines.
Vision should represent a milestone of achieement. When you have accomplished it, then stretch and esablish to next challenge. The purpose of a timeline is purely to measure progress and see if adjustments need to be made.
Visions are not mere catchy and nebulous words. Vision is a long term and critical outcome of strategic formulation. It provides link, direction and inspiration for people to focus and implement their tactics and actions, accordingly. Visions set the tone for strategic allignment and implementation.
Nothing in strategic management is carved in stone but when done right, Visions, Mission and Values, should stand the test of time eventhough market conditions may impose delay in achieving business goals.
20th July 2009 From Malaysia, Kuala Lumpur
The presentation is almost seven years old. Few members have thanked the originator of the post for sharing it. Nevertheless, I did not find anything special about the presentation. It appears to be a work of novice. The presentation is silent on what value addition HR did certain span of time. CEO or members of BoD design the vision and mission of the organisation. What is the point in talking in front of them HR Vision and HR Mission? HR lacks result orientation. This is the view generally non-HR has about HR. The presentation helps bolstering their view further.
4th April 2016 From India, Bangalore