O SlideShare utiliza cookies para otimizar a funcionalidade e o desempenho do site, assim como para apresentar publicidade mais relevante aos nossos usuários. Se você continuar a navegar o site, você aceita o uso de cookies. Leia nosso Contrato do Usuário e nossa Política de Privacidade.
O SlideShare utiliza cookies para otimizar a funcionalidade e o desempenho do site, assim como para apresentar publicidade mais relevante aos nossos usuários. Se você continuar a utilizar o site, você aceita o uso de cookies. Leia nossa Política de Privacidade e nosso Contrato do Usuário para obter mais detalhes.
Here’s the simplest way to define
A planned, doable sequence of
actions designed to achieve a
distinct, measurable goal.
HR planning is a process that
identifies current and future HR
needs for an organization to achieve
its goals. HR planning should serve
as a link between HR and the overall
strategic plan of an organization.
70% of HR pros want to know
how to develop an HR
67% want to align it with
50% want help implementing
It all starts with a plan…
Purpose: Improving culture
Plan: Focus on employee relations
Action items: Provide manager 1:1 agendas, etc.
Metrics: Employee satisfaction, performance,
The Division of Human Resources Strategic Directions
align with Kent State University’s Strategic
Keep at-risk employees healthy
Leverage health benefits and plan design
Partner with U-Mich healthcare system for chronic issues
Partner with IT resources to support HR system upgrades
Provide management support for workplace flexibility to
Implement self-service, better workflows, and common
Establish and report metrics to support decision-making
Investigate LMS that supports enhanced knowledge
Create D&I strategy with broad reach and impact
Develop a more robust engagement plan for safety and
Communicate a “leaders at all levels” culture message
Seek out childcare support for better work/life balance
If an HR pro develops
a strategy without
business input, does
If a tree falls in the forest
and nobody is around, does
it make a sound?
How does your organization make money?
What is the biggest concern of front line supervisors?
What motivates your line staff to do their jobs every day?
What causes your CEO to lie awake at night?
What drives the best performance for your people?
What is the pain point your company’s product/service is trying to
solve for customers?
What is your marketing, finance, sales, or operations VP most
This is where the plan, action, and
goals are carried out.
Stealth Change Management
Social Network Analysis
Shift from HRBP to consultative
role (where have we heard that?) 23
But which ones?
Forget the “top 3 metrics…”
What if, instead of measuring and reporting on last year’s
turnover, you could predict turnover for the coming year?
What difference would that make for the business?
For planning purposes?
For HR’s credibility?
Link: HROS Case Study: OPower
Your company recently began an initiative to improve
customer service scores. In the CEO’s words, “I want
everyone on board with this. Improving this metric is
What metrics, data, or support can you (HR) provide to
help drive this business goal?
You know sales turnover is high but can’t get the VP on
board to address the issues. You set up a meeting to
discuss, but you know the “touchy feely” HR stuff won’t get
What information can you present to sway this VP’s
After more than a year of errors, issues, and grief with the
existing provider, you believe the organization would be
better off by selecting a new payroll technology platform.
How do you make the pitch? What information do you use?