1. Developing HR Strategy
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2. StrategicPlanning: Adding Value
Identifying where HR
can make a strategic
impact
Selecting appropriate
metrics from which
organisational insights
Effectively
communicating insights
from metrics for
maximum impact
The HR function and
measurement capability
Action planning
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3. Integration
Strategy
Recruitment
and Selection
Integrated
Performance
Management
Systems and
Process
Integration
Policies and
Procedures
Employee
Relations
Organisation
structure
Health, Safety
and Security
Culture and
values
Workforce
Planning/
Rightsizing
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4. Culture and Values
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Organisational
culture
Leadership
behaviour
Network of
organisational
practices
Shared beliefs,
values and
assumptions
Alignment with
organisational
strategy

5. Harris & Jones Consulting Ltd www.hjconsult.co.uk
Organisational Structure
Spectrum of structures and organisational design
Rigid Flexible
Horizontal
Flat
Organic
Hierarchical
Bureaucratic
Mechanistic
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6. Workforce Planning/Rightsizing
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Workforce
Planning
Right
people
Right
skills
Right
place
Right
time
Right
cost
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7. Policiesand Procedures
Legislation
Policy
Risk
Assessment
Strategy
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8. Systems and processIntegration
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Envision new
process
Initiating change
Process
diagnosis
Process redesign
Reconstruction
Process
monitoring
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9. Employee Relations
Employee
Relations
Employee
Involvement
Employee
Communication
Employee
Rights
Employee
Discipline
Employee
Representation
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10. Integrated Performance Management
Delivery
Performance
Improvements
Evaluation
Learning Interventions
Development Needs Analysis
Performance Reviews
Cascade of objectives
Organisational objectives
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11. Resourcing
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Organisational strategy Environmental factors
Labour
market/demographic
data
Diversity
Employer branding Gap analysis
Job analysis and
design
Selection and
assessment techniques
Retention and
development

12. Managing Risk
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Data
protection
Legal/
regulatory
compliance
Critical
skills
shortages
Ethics and
behaviour
Intellectual
property
Poor morale
Health and
Safety
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13. Learning and Talent Development
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Vertical Development
(Changes in values or
perspectives)
Horizontal
Development
(Adding to existing
knowledge)

14. Learning and Talent Development:
Considerations
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Tacit v
explicit
knowledge
Learning styles
Generic v
targetted
Individual v
organisational/team
capabilities
Strategic
alignment
Learning
interventions
Gap
analysis
Design
Evaluation
Alignment with
performance management