1. Strategy and Human Resources Planning
Human Resource Management Snell • Bohlander
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2. Objectives After studying this chapter, you should be able to:
Identify the advantages of integrating human resources planning and strategic planning.
Understand how an organization’s competitive environment influences strategic planning.
Recognize the importance of internal resource analysis.
Describe the basic tools for human resources forecasting.
Explain the linkages between competitive strategies and HR.
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3. Objectives (cont’d) After studying this chapter, you should be able to:
Understand the requirements of strategy implementation.
Recognize the methods for assessing and measuring the effectiveness of strategy.
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4. Strategic Planning and Human Resources
Procedures for making decisions about the organization’s long-term goals and strategies
Human Resources Planning (HRP)
Process of anticipating and making provision for the movement (flow) of people into, within, and out of an organization.
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5. Strategic Planning and HR Planning
Strategic Human Resources Management (SHRM)
The pattern of human resources deployments and activities that enable an organization to achieve its strategic goals
Strategy formulation—providing input as to what is possible given the types and numbers of people available.
Strategy implementation—making primary resource allocation decisions about structure, processes, and human resources.
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6. HRP and Strategic Planning
Strategic Analysis
What human resources are needed and what are available?
Strategic Formulation
What is required and necessary in support of human resources?
Strategic Implementation
How will the human resources be allocated?
Human Resources Planning
Strategic Planning
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7. Figure 2–1 Linking Strategic Planning and Human Resources
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8. Step One: Mission, Vision, and Values
The basic purpose of the organization as well as its scope of operations
Strategic Vision
A statement about where the company is going and what it can become in the future; clarifies the long-term direction of the company and its strategic intent
Core Values
The strong and enduring beliefs and principles that the company uses as a foundation for its decisions
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9. Step Two: Environmental Scanning
The systematic monitoring of the major external forces influencing the organization.
Economic factors: general and regional conditions
Competitive trends: new processes, services, and innovations
Technological changes: robotics and office automation
Political and legislative issues: laws and administrative rulings
Social concerns: child care and educational priorities
Demographic trends: age, composition,and literacy
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10. Figure 2–2 Five Forces Framework
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11. Step Three: Internal Analysis
Culture
Competencies
Internal Analysis
Composition
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12. Scanning the Internal Environment
Cultural Audits
Audits of the culture and quality of work life in an organization.
How do employees spend their time?
How do they interact with each other?
Are employees empowered?
What is the predominant leadership style of managers?
How do employees advance within the organization?
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13. Competitive Advantage through People
Core Competencies
Integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers.
Sustained competitive advantage through people is achieved if these human resources:
Are valuable.
Are rare and unavailable to competitors.
Are difficult to imitate.
Are organized for synergy.
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14. Composition: The Human Capital Architecture
Core knowledge workers
Employees who have firm-specific skills that are directly linked to the company’s strategy.
Example: Senior software programmer
Traditional job-based employees
Employees with skills to perform a predefined job that are quite valuable to a company, but not unique.
Example: Security guard
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15. Composition: The Human Capital Architecture (cont’d)
Contract labor
Employees whose skills are of less strategic value and generally available to all firms.
Example: General electrician
Alliance/partners
Individuals and groups with unique skills, but those skills are not directly related to a company’s core strategy.
Example: Independent product label designer
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16. Figure 2–3 Mapping Human Capital
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17. Forecasting: A Critical Element of Planning
Forecasting involves:
forecasting the demand for labor
forecasting the supply of labor
balancing supply and demand considerations.
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18. Figure 2–4 Model of HR Forecasting
FORECASTING DEMAND
Considerations
Product/service demand
Technology
Financial resources
Absenteeism/turnover
Organizational growth
Management philosophy
Techniques
Trend analysis
Managerial estimates
Delphi technique
BALANCING SUPPLY AND DEMAND
(Shortage) Recruitment
Full-time
Part-time
Recalls
Techniques
Staffing tables
Markov analysis
Skills inventories
Management inventories
Replacement charts
Succession planning
External Considerations
Demographic changes
Education of the workforce
Labor mobility
Government policies
Unemployment rate
(Surplus) Reductions
Layoffs
Terminations
Demotions
Retirements
FORECASTING SUPPLY
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19. Forecasting Demand for Employees
Quantitative Methods
Qualitative Methods
Forecasting Demand
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20. Quantitative Approach: Trend Analysis
Forecasting labor demand based on an organizational index such as sales:
Select a business factor that best predicts human resources needs.
Plot the business factor in relation to the number of employees to determine the labor productivity ratio.
Compute the productivity ratio for the past five years.
Calculate human resources demand by multiplying the business factor by the productivity ratio.
Project human resources demand out to the target year(s).
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21. Figure 2–5 Example of Trend Analysis of HR Demand
BUSINESS  LABOR = HUMAN RESOURCES FACTOR PRODUCTIVITY DEMAND
YEAR (SALES IN THOUSANDS) (SALES/EMPLOYEE) (NUMBER OF EMPLOYEES)
2000 $2,
2001 $2,
2002 $2,
2003 $3,
2004 $3,
2005 $3,
2006 $3,
2007* $4,
2008* $4,
2009* $4,
*Projected figures
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22. Qualitative Approaches
Management Forecasts
The opinions (judgments) of supervisors, department managers, experts, or others knowledgeable about the organization’s future employment needs.
Delphi Technique
An attempt to decrease the subjectivity of forecasts by soliciting and summarizing the judgments of a preselected group of individuals.
The final forecast represents a composite group judgment.
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23. Forecasting the Supply of Employees: Internal Labor Supply
Staffing Tables
Markov Analysis
Skill Inventories
Replacement Charts
Succession Planning
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24. Forecasting Internal Labor Supply
Staffing Tables
Graphic representations of all organizational jobs, along with the numbers of employees currently occupying those jobs and future (monthly or yearly) employment requirements.
Markov Analysis
A method for tracking the pattern of employee movements through various jobs.
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25. Figure 2–6 Hypothetical Markov Analysis for a Retail Company
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26. Internal Demand Forecasting Tools
Skill Inventories
Files of personnel education, experience, interests, skills, etc., that allow managers to quickly match job openings with employee backgrounds.
Replacement Charts
Listings of current jobholders and persons who are potential replacements if an opening occurs.
Succession Planning
The process of identifying, developing, and tracking key individuals for executive positions.
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27. Highlights in HRM 2 Succession-Planning Checklist Scores
RATE THE SUCCESS OF YOUR SUCCESSION PLANNING
For each characteristic of a best-practice succession-planning and management program appearing in the left column below, enter a number to the right to indicate how well you believe your organization manages that characteristic. Ask other decision makers in your organization to complete this form individually. Then compile the scores and compare notes.
Scores
Source: From William J. Rothwell, “Putting Success into Your Succession Planning,” The Journal of Business Strategy 23, no. 3 (May/June 2002): 32–37. Republished with permission—Thomson Media, One State Street, 26th Floor, New York, NY
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28. Figure 2–7 An Executive Replacement Chart
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29. Step Four: Formulating Strategy
Strategy Formulation
Moving from simple analysis to devising a coherent course of action.
SWOT analysis
A comparison of strengths, weaknesses, opportunities, and threats for strategy formulation purposes.
Use the strengths of the organization to capitalize on opportunities, counteract threats, and alleviate internal weaknesses.
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30. Corporate Strategy Corporate Strategy Growth and Diversification
Mergers and Acquisitions
Corporate Strategy
Strategic Alliances and Joint Ventures
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31. Business Strategy Value Creation
What the firm adds to a product or service by virtue of making it; the amount of benefits provided by the product or service once the costs of making it are subtracted.
Low-cost strategy: competing on productivity and efficiency
Keeping costs low to offer an attractive price to customers (relative to competitors).
Differentiation strategy: compete on added value
Involves providing something unique and distinctive to customers that they value.
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32. Functional Strategy: Ensuring Alignment
External Fit (or External Alignment)
Focuses on the connection between the business objectives and the major initiatives in HR.
Internal Fit (or Internal Alignment)
Aligning HR practices with one another to establish a configuration that is mutually reinforcing.
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33. Highlights in HRM 4 Source: Company document.
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34. Figure 2–8 The 7-S Model Source: McKinsey & Company
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35. Step Five: Strategy Implementation
Taking Action: Reconciling Supply and Demand
Balancing demand and supply considerations
Forecasting business activities (trends)
Locating applicants
Organizational downsizing
Reducing “headcount”
Making layoff decisions
Seniority or performance?
Labor agreements
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36. Step Six: Evaluation and Assessment
Evaluation and Assessment Issues
Benchmarking: The process of comparing the organization’s processes and practices with those of other companies
Human capital metrics
Assess aspects of the workforce
HR metrics
Assess the performance of the HR function itself
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37. The Top Ten Measures Of Human Capital
Highlights in HRM 5
The Top Ten Measures Of Human Capital
Your most important issues
Human capital value added
Human capital ROI
Separation cost
Voluntary separation rate
Total labor-cost/revenue percentage
Total compensation/revenue percentage
Training investment factor
Time to start
Revenue factor
Source: “The Top 10 Measures of Human Capital Management,” HRFocus 78, no. 5 (May 2001): 8. Copyright © Reprinted by permission of the publisher via Copyright Clearance Center.
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38. Measuring Strategic Alignment
Strategy Mapping and the Balanced Scorecard
Balanced Scorecard (BSC)
A measurement framework that helps managers translate strategic goals into operational objectives
financial
customer
processes
learning
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39. Figure 2–9 Balanced Scorecard
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40. Figure 2–10 Assessing Internal Fit
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41. Ensuring Strategic Flexibility for the Future
Organizational Capability
Capacity of the organization to act and change in pursuit of sustainable competitive advantage.
Coordination flexibility
The ability to rapidly reallocate resources to new or changing needs.
Resource flexibility
Having human resources who can do many different things in different ways.
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42. Key Terms Balanced Scorecard (BSC) benchmarking core competencies
core values
cultural audits
environmental scanning
human resources planning (HRP)
management forecasts
Markov analysis
mission
organizational capability
replacement charts
skill inventories
staffing tables
strategic human resources management (SHRM)
strategic planning
strategic vision
succession planning
SWOT analysis
trend analysis
value creation
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43. Calculating Turnover and Absenteeism
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44. Employee Turnover Rates
Computing Turnover Rates:
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45. Employee Turnover Rates (cont’d)
Computing Turnover Rates (cont’d):
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46. Highlights in HRM 6
Costs Associated With The Turnover Of One Computer Programmer
(Turnover costs = Separation costs + Replacement costs + Training costs)
Separation costs
Exit interview cost for salary and benefits of both interviewer and departing employee during the exit interview = $30+$30 = $60
Administrative and record-keeping action = $30 Total separation costs = $60 + $30 = $90
Replacement costs
Advertising for job opening = $2,500
Preemployment administrative functions and record-keeping action = $100
Selection interview = $250
Employment tests = $40
Meetings to discuss candidates (salary and benefits of managers while participating in meetings )= $250
Total replacement costs = $2,500 + $100 + $250 + $40 + $250 = $3,140
Training costs
Booklets, manuals, and reports = $50
Education = $240/day for new employee’s salary and benefits x 10 days of workshops, seminars, or courses = $2,400
One-to-one coaching = ($240/day/new employee + $240/day/staff coach or job expert) x 20 days of one-to-one coaching = $9,600
Salary and benefits of new employee until he or she gets “up to par” = $240/day for salary and benefits x 20 days = $4,800 Training costs = $50 + $2,400 + $9,600 + $4,800 = $16,850
Total turnover costs= $90 + $3,140 + $16,850 = $20,080
Source: Adapted from the book Turning Your Human Resources Department into a Profit CenterTM by Michael Mercer, Ph.D. (Castlegate Publishers, Inc., Barrington, Illinois). Copyright 2002 Michael Mercer. Reproduced with permission from Michael Mercer, Ph.D.,
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47. Employee Absenteeism Rates
Computing Absenteeism Rates
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