HR PLANNING AND CORPORATE STRATEGY
HR planning follows the CORPORATE STRATEGY.
THE FLOW IS
1.VISION STATEMENT
vvvv
2. MISSION STATEMENT
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3.STRATEGIC DIRECTIVE
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4.CORPORATE OBJECTIVES
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5.CORPORATE STRATEGY.
vvvv
THESE SETS UP AND GUIDES THE
HR PLANNING.
EXAMPLE
1.VISION STATEMENT
-world's major player with our core products
2. MISSION STATEMENT
-customer focus drive and quality service
3.STRATEGIC DIRECTIVE
-go global, with expansion into europe, as first priority.
4.CORPORATE OBJECTIVES
-gain 3% of world market.
-gain 5% of europe market
-no. 1 in south asia.
5.CORPORATE STRATEGY.
-market focused promotions
-customer focused sales drive
-set up/ develop the sales team in europe
-expand / develop the skills of the sales team.
BASED ON THE ABOVE ,
THE HR PLANNING COULD BE
-more recruitment for south asia sales team.
-new recruitment for euro market
-language training for euro team
-language training for marketing/ product management
-orientation /training in geography/culture of europe
-euro market/ competition
-sales skills / development programs
-customer service skills / development program
for internal staff to handle euro customers.
etc etc.
NOW YOU CAN SEE FLOW OF THE PROCESS
FROM CORPORATE STRATEGY TO HR PLANNING.
IF YOU GO THE REVERSE,
HR PLANNING FIRST,
THEN YOU WILL HAVE TO CHANGE ,
-corporate strategy
-corporate objectives
-mission statement
WHICH IS NOT THE NORMAL PROCESS.
HR PLANNING IS A SUPPORT FUNCTION
TO THE CORPORATE STRATEGY/ PLANNING.
CORPORATE STRATEGY DICTATES WHAT
HR PLANNING SHOULD BE.
HR PLANS MUST MATCH WITH THE REQUIREMENTS
OF CORPORATE STRATEGY.
IF THE HR PLANNING DOES NOT MATCH WITH
THE CORPORATE STRATEGY, THE IMPACT
ON THE BUSINESS COULD BE DISASTROUS,LIKE
-lack of required strength in manpower
-lack of right quality people
-lack of skills
-lack of competence
etc etc
which would result in
-poor sales
-poor revenue
-lower profit
-cashflow impact
-de motivation of the teams
-attrition rate increase
-loss of talent
etc etc
HOPE THIS IS USEFUL TO YOU
REGARDS/ HAPPY DIWALI
LEO LINGHAM