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Performance Management and Strategic Planning: OverviewDefinition and Purposes of Strategic Planning Linking Performance Management to the Strategic Plan Strategic Planning Developing Strategic Plans at the Unit Level Job Descriptions Individual and Team Performance Building Support Prentice Hall, Inc. © 2006
Strategic Planning: DefinitionProcess Describe organization’s destination Assess barriers Select approaches for moving forward Prentice Hall, Inc. © 2006
Strategic Planning: GoalAllocate resources to provide organization with competitive advantage Prentice Hall, Inc. © 2006
Strategic Planning: PurposesHelp define the organization’s identity Help organization prepare for the future Enhance ability to adapt to environmental change Provide focus and allow for better allocation of resources (continued on next slide) Prentice Hall, Inc. © 2006
Strategic Planning: PurposesProduce an organizational culture of cooperation Allow for the consideration of new options and opportunities Provide employees with information to direct daily activities Prentice Hall, Inc. © 2006
Strategic Planning : OverviewEnvironmental Analysis Mission Vision Goals Strategies Prentice Hall, Inc. © 2006
Environmental AnalysisIdentifies external and internal trends To understand broad industry issues To make decisions using “big picture” context Prentice Hall, Inc. © 2006
External trends Opportunities: Threats:environmental characteristics that can help the organization succeed Threats: environmental characteristics that can prevent the organization from being successful Prentice Hall, Inc. © 2006
External trends – Factors to ConsiderEconomic Political/legal Social Technological Competitors Customers Suppliers Prentice Hall, Inc. © 2006
Internal trends Strengths: Weaknesses:internal characteristics that the organization can use for its advantage Weaknesses: internal characteristics that can hinder the success of the organization Prentice Hall, Inc. © 2006
Internal trends – Factors to ConsiderOrganizational structure Organizational culture Politics Processes Size Prentice Hall, Inc. © 2006
Gap Analysis Analyzes: External environment Internal environment(opportunities and threats) vis-à-vis Internal environment (strengths and weaknesses) Prentice Hall, Inc. © 2006
Gap analysis determines:Opportunity + Strength = Leverage Opportunity + Weakness = Constraint Threat + Strength = Vulnerability Threat + Weakness = Problem Prentice Hall, Inc. © 2006
Strategic Planning for the OrganizationEnvironmental and Gap Analyses provide information for organizations to decide: Who they are What they do Prentice Hall, Inc. © 2006
Mission A good mission statement answers:Why does the organization exist? What is the scope of the organization’s activities? Who are the customers served? What are the products or services offered? Prentice Hall, Inc. © 2006
Mission Statement contains:A. Information on organization’s Basic product/service to be offered Primary market/customer groups Unique benefits and advantages of product/services Technology to be used Concern for survival through growth and profitability Prentice Hall, Inc. © 2006
Mission Statement may contain:B. Information on organization’s values and beliefs Managerial philosophy Public image sought by organization Self-concept of business adopted by Employees Stockholders Prentice Hall, Inc. © 2006
Vision Statement of future aspirationsFocuses attention on what is important Provides context for evaluating Opportunities Threats Prentice Hall, Inc. © 2006
A Good Vision Statement is:Brief Verifiable Bound by a Timeline Current Focused Understandable Inspiring A stretch Prentice Hall, Inc. © 2006
Purposes for Setting GoalsFormalize expected achievements Provide motivation Provide tangible targets Provide basis for good decisions Provide basis for performance measurement Prentice Hall, Inc. © 2006
Strategies Create strategies or Game Plans or “How to” procedures to address issues of: Growth Survival Turnaround Stability Innovation Leadership Prentice Hall, Inc. © 2006
How the HR Function contributes:Communicate knowledge of strategic plan Provide knowledge of KSAs needed for strategy implementation Propose reward systems Prentice Hall, Inc. © 2006
Strategic Plans at the Unit LevelOrganization Mission statement, Vision statement, Goals, and Strategies Must clearly align with And be congruent with Every Unit Mission statement, Vision statement, Goals, and Strategies Prentice Hall, Inc. © 2006
Alignment of Strategic Plan with PerformanceOrganization’s Strategic Plan Mission, Vision, Goals, Strategies Critical to involve all levels of management Unit’s Strategic Plan Mission, Vision, Goals, Strategies Job Description Tasks, KSAs Critical to involve all employees Individual and Team Performance Results, Behaviors, Developmental Plan Prentice Hall, Inc. © 2006
Job Descriptions Tasks and KSAs are congruent with Organization and Unit strategic plans Activities described support mission and vision of Organization and Unit Prentice Hall, Inc. © 2006
Individual and Team PerformanceOrganization and Unit mission, vision, goals lead to Performance management system, which Motivates employees Aligns development plans with organization priorities Prentice Hall, Inc. © 2006
Strategic Plan Choices in PM System DesignCriteria (Behavior vs. Results) Participation (Low vs. High) Temporal Dimension (Short Term vs. Long Term) Level of Criteria (Individual vs. Team/Group) System Orientation (Developmental vs. Administrative) Rewards (Pay for Performance vs. Tenure/Position) Prentice Hall, Inc. © 2006
Building Support – Answering “What’s In It for Me?”Top Management: Help carry out vision All levels: Involvement Participation Understanding Prentice Hall, Inc. © 2006
Planning: Processes and Techniques
Gathering Performance Information: Overview
© 2001 Prentice Hall Ch. 2-1 Chapter 2: The Business Vision & Mission Strategic Management: Concepts & Cases.
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Prentice Hall, Inc. © 2006.
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Ch Copyright 2007 Prentice Hall Chapter 1 The Nature of Strategic Management Strategic Management: Concepts & Cases 11 th Edition Fred David.
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Copyright ©2013 Pearson Education, Inc. publishing as Prentice Hall
Delmar Learning Copyright © 2003 Delmar Learning, a Thomson Learning company Nursing Leadership & Management Patricia Kelly-Heidenthal
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