2. SYMPTOMS OF POOR ALIGNMENT
Short term focus on results
High Turnover & Low morale
Lack of Innovation
Passive –aggressive behavior
Inability to articulate strategy
Reduced Accountability
Sub-optimal teamwork
Little upward information
flow
Inappropriate or
misguided initiative
3.
4. 07 DEADLY SIGNS OF POOR ALIGNMENT
1. Expectations not met
2. Job Mismatch
3. Feeling of devalued, Lack of Recognition
4. Insufficient growth Prospects
5. Too Little coaching & Feedback
6. Lack of trust & confidence in senior leaders
7. Stress & Overwork
5. WHAT ARE WE LOOKING FOR?
The Key Questions are:-
1. What is our Business strategy?
2. What do you do/ What is our business?
3. How does what you do support the
strategy?
6. EMPLOYEE ENGAGEMENT
It is the outcome of one’s personal:
1. Satisfaction
2. Commitment
3. Pride
4. Loyalty
5. Sense of Purpose
6. Advocacy
7. Initiative
8. Persistence
A pre-requisite to correct alignment
7. IS IT NECESSARY FOR HR EXECUTIVES TO
UNDERSTAND COMPANY’S BUSINESS?
Project Management
Balance Sheet
Revenue & Profit Projection
Risk Assessment
Supply chain Management
Company’s Value propositio
13. Knowledge Requirements
Staying focused on issues that
matter to the business
Delivering capabilities that
make a real difference
BECOMING A STRATEGIC BUSINESS PARTNER
14. STAYING FOCUSED ON BUSINESS ISSUES
Focus on Business Objectives
• Structure activities around key business objectives
Focus on the Environment
• Scenario planning on workforce issues to anticipate changes in the
environment.
Focus on Core Values
• Ensure that core values are embedded in key HR
elements, e.g. hiring, job requirements, rewards
15. INTEGRATED HR AND BUSINESS 5-STEP PROCESS
Determine your business goals.
Scan the environment.
Conduct a gap analysis.
Set HR priorities to help achieve business
goals.
Measure, monitor and report on progress.
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 5:
Performance
Step 4:
Priorities
16. DETERMINE YOUR BUSINESS GOALS
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 5:
Performance
Step 4:
Priorities
What are your organization's ongoing
HR and business priorities?
What emerging directions and
changes will have an impact on HR
issues?
Have all necessary strategic
partnerships been established to
facilitate facilitation of HR strategy?
17. EMPLOYMENT INFORMATION TO BE ANALYZED
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 5:
Performance
Step 4:
Priorities
Demographics and employment
characteristics
Age
Employment type
Training/learning data
Performance management
Internal workforce trends (e.g. vacancy
rates, turnover rates, internal staff
mobility, promotions, secondments
18. INTERNAL SCAN
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 5:
Performance
Step 4:
Priorities
Identify factors internal to the organization that may affect HR
capacity to meet organizational goals.
Have you considered…?
Labor management relations
Anticipated changes to funding levels
Changes in leadership & priorities
Organizational re-structuring
Corporate culture change
Client satisfaction
Capacity and quality of information systems
Training needs
19. CONDUCT A GAP ANALYSIS
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 5:
Performance
Step 4:
Priorities
What are the organization’s current and future HR
needs?
Do you foresee a skills shortage?
Will changes in program delivery require the
acquisition of new skills?
Do you have enough qualified middle
managers?
Conduct a risk assessment on elements of the
scan critical to your organization’s success.
20. SET HR PRIORITIES
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 5:
Performance
Step 4:
Priorities
What are the major HR priorities; and What strategies
will achieve the desired outcomes? Work plans may
include strategies on:
Recruitment/Staffing/Retention
Organizational Design
Change Management
Leadership Development
Performance Management
Competency/Skills Development
Succession and Contingency Planning
Compensation
Labor Management Relations
Values and Ethics
21. MEASURE, MONITOR AND REPORT ON PROGRESS
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 5:
Performance
Step 4:
Priorities
Develop clear and measurable HR-
related goals.
HR performance measures should align
with indicators in the business.
Put systems in place to track
performance indicators and analyze cost
benefit.
Performance indicators should inform
your priority setting for the next fiscal
year.
Video of an employee showing demotivation , devalued due to mis alignment
Click on the video to play
Video of a demotivated employee
Industrial Relation pre 1970s
Workers
Health & Safety
Accounting
Compensation
Benefits
Administration
Personnel Activity
Vision 2020
How can HR contribute in the best possible way to fulfill the Business objective and expectations of each stakeholders…
Vision 2020
Our core competency : Making Steel, Power , Oil & Gas
As you begin your integrated HR and business planning, ask the following questions-
A key component of integrated planning is understanding your workforce and planning for projected shortages and surpluses in specific occupations and skills sets.
e.g. age, years of service, employment type, leave usage, reasons for leaving, absenteeism, grievances)
Measuring, monitoring and reporting HR performance outcomes is key to assessing progress in target areas, organizational learning and improvement, and determining future priorities.