Strategic hr management and planning

Strategic HR management
and planning
By/ MahmoudShaqria
‫شقريه‬ ‫محمد‬ ‫محمود‬

Educational Objectives:
At the end of this lecture the learner will be able to :
• Define strategic HR management.
• Define strategic HR planning.
• identify tools and technologies of strategic HR planning
• identify theories of strategic HR planning.
• know importance of HRM.
• identify skills needed for HRM.
• state purpose of strategic HR planning.
• Enumerate steps of strategic HR planning process.
• implementing the strategic HR planning stages.

Out line:
 Introduction
 Definition of strategic HR management
 Definition of strategic HR planning
 TOOLS and Technologies
 THEORIES
 Importance of HRM
 Skills needed for HRM
 Purpose of HR strategic planning
 The strategic HR management planning process
 Documenting the strategic HR plan
 Implementing the strategic HR plan

Introduction to strategic HR planning;
 STRATEGIC planning is an organizational management activity that is used to set priorities, focus
energy and resources ,strengthen operations, ensure that employees and other stakeholders are
working toward common goals, establish agreement around intended outcomes ,results , and assess
and adjust the organization's direction in response to a changing environment.
 Even a small organization with as few as 10 staff can develop a strategic plan to guide decisions
about the future.
 Based on the strategic plan, an organization can develop a strategic HR plan that will allow to make
HR management decisions to support the future direction of the organization.
 Strategic HR planning is also important from a budgetary point of view so that you can factor the
costs of recruitment, training, etc. into your organizational budget.

Strategic HR management is defined as:
 Integrating human resource management strategies and
systems to achieve the overall mission, strategies, and success
of the firm while meeting the needs of employees and other
stakeholders

Strategic HR planning
is an important component of strategic HR management. It links HR
management directly to the strategic plan of your organization.
Most mid- to large sized organizations have a strategic plan that guides the
organization in successfully meeting its mission.
Organizations routinely complete financial plans to ensure they achieve
organizational goals.

Other definition of strategic HR planning
is a process that identifies current and future human resources needs
for an organization to achieve its goals.
Human resources planning should serve as a link between human
resources management and the overall strategic plan of an
organization.

Tools and technologies
1_Technologies
_Social media (Facebook)
_Management information systems (MIS)
systems designed to support the activities of company or organizational
management.
These programs assist professionals in records management, benefit
administration and inquiries, hiring and team placement, coaching and
training, attendance and payroll management.

2_Tools
Policy:
- Common policies in HR
 Equal Employment Opportunity
policies
 Employee classifications
 Workdays, paydays, and pay
advances
 Overtime compensation
 Meal periods and break periods
 Payroll deductions
 Vacation policies
 Holidays
 Sick days and personal leave
(for bereavement, jury duty,
voting, etc.)
 Performance evaluations and
salary increases
 Performance improvement
 Termination policies

Behavioral science
 science is used as a tool in SHRP to help understand and manage
human resources.
 This tool is particularly useful in organizational development and
understanding/establishing organizational culture

Theories
_Strategic human resource management
"critical importance of human resources to strategy, organizational capability to adapt to
change and the goals of the organization"
_ Resource dependency theory
Resources and dependence could help to explain how HR practices evolve from the
interaction between nonprofits and their environment, how they deploy employee skills,
behaviors and how HR systems are managed.

Importance of HRM:-
_Developing the necessary skill & attitude among the employee through training
,development ,performance appraisal
_Securing willing cooperation of employee through motivation ,participation ,grievance handling
etc.
_Providing maximum opportunities for personal development of each employee.
_Maintaining healthy relationship among individuals & different work group.

Skills Needed for HRM
-First, being able to organize and multitask is necessary.
-Communication skills are necessary in HRM. The ability to present good and bad news, work with a variety of
personalities, and coach employees is important.
-Specific job skills, such as computer skills, knowledge of employment law, writing and developing strategic plans
-A sense of fairness and strong ethics will make for the best HR manager.
-critical and creative thinking, as well as writing, are skills that will benefit the HR
-Ability to work with mathematical concepts such as probability and statistical inference.
-Certification exams can be taken to make you more marketable in the field of HRM.

purpose of strategic HR planning is to
1) Ensure adequate human resources to meet the strategic goals and operational plans of your
organization.
2) the right people with the right skills at the right time.
3) Keep up with social, economic, legislative and technological trends that impact on human
resources in your area and in the sector
4) Remain flexible so that your organization can manage.
5) change if the future is different than anticipated.
-

The strategic HR planning process
The strategic HR planning process has four steps:
1. Assessing the current HR capacity
2. Forecasting HR requirements.
3. Gap analysis.
4. Developing HR strategies to support organizational strategies

1. Assessing current HR capacity
• Based on the organization's strategic plan, The knowledge, skills and abilities of your
current staff need to be identified.
• This can be done by developing a skills inventory for each employee.
• The skills inventory should go beyond the skills needed for the particular position.
• List all skills each employee has demonstrated.
• For example,
• Re creational or volunteer activities may involve special skills that could be relevant to
the organization.
• Education levels and certificates or additional training should also be included.
• An employee's performance assessment form can be reviewed to determine if the
person is ready and willing to take on more responsibility and to look at the
employee's current development plans.

Forecasting HR requirements
The next step is to forecast HR needs for the future based on the strategic
goals of the organization. Realistic forecasting of human resources involves
estimating both demand and supply. Questions to be answered include:
How many staff will be required to achieve the strategic goals of the
organization?
What jobs will need to be filled?
What skill sets will people need?
Why diversity at work matters
you must also assess the challenges that you will have in meeting your

Gap analysis
determine the gap between where your organization wants to be in the future and where
you are now. The gap analysis includes identifying the number of staff and the skills and
abilities required in the future in comparison to the current situation.
You should also look at all your organization's HR management practices to identify practices
that could be improved or new practices needed to support the organization's capacity to
move forward. Questions to be answered include:
What new jobs will we need?
What new skills will be required?
Do our present employees have the required skills?
Are employees currently in positions that use their strengths?
Do we have enough managers/supervisors?
Are current HR management practices adequate for future needs?

Developing HR strategies to support organizational strategies
There are five HR strategies for meeting your organization's needs in
the future:
1. Restructuring strategies
2. Training and development strategies
3. Recruitment strategies
4. Outsourcing strategies
5. Collaboration strategies

1. Restricting strategies
This strategy includes:
 Reducing staff either by termination or attrition
 Regrouping tasks to create well designed jobs
 Reorganizing work units to be more efficient.

2. Training and development strategies
This strategy includes:
• Providing staff with training to take on new roles
• Providing current staff with development opportunities to
prepare them for future jobs in your organization.

3. Recruitment strategies This strategy includes:
Recruiting new staff with the skill and abilities that your organization will need in the future
Considering all the available options for strategically promoting job openings and
encouraging suitable candidates to apply.
4. Outsourcing strategies This strategy includes:
Using external individuals or organizations to complete some tasks.
Each outsourcing decision has implications for meeting the organization's goals and should
therefore be carefully assessed.

5. Collaboration strategies
By collaborating with other organizations you may have better success at dealing with a shortage
of certain skills.
Types of collaboration could include:
1. Working together to influence the types of courses offered by educational institutions
2. Working with other organizations to prepare future leaders by sharing in the development of
promising individuals
3. Sharing the costs of training for groups of employees
4. Allowing employees to visit other organizations to gain skills and insight

Strategic hr management and planning

Documenting the strategic HR plan
Once the strategies for HR in your organization have been
developed they should be documented in an HR plan.
This is a brief document that states the key assumptions and the
resulting strategies along with who has responsibility for the
strategies and the timelines for implementation

Implementing the strategic HR plan
Once the HR strategic plan is complete the next step is to implement it:
1)Agreement with the plan
Ensure that , executive director and senior managers agree with the strategic HR plan.
It may seem like a redundant step if everyone has been involved all the way along.
2)Communication
The strategic HR plan needs to be communicated throughout the organization.
Your communication should include:
How the plan ties to the organization's overall strategic plan
What changes in HR management policies, practices and activities will be made to support the
strategic plan
How any changes in HR management will impact on staff including a timeframe if appropriate
How each individual member of staff can contribute to the plan
How staff will be supported through any changes
How the organization will be different in the future.

3)Legislation and mandate Ensure that the actions you are considering are compliant with existing laws,
regulations and the constitution and bylaws of your organization.
To review laws relating to employment, visit the HR Employment Legislation and Standards
4)Organizational needs Whether you are increasing or reducing the number of employees, there are
implications for space and equipment, and on existing resources such as payroll and benefit plans.
5)EvaluationHR plans need to be updated on a regular basis.
You will need to establish the information necessary to evaluate the success of the new plan.
Benchmarks need to be selected and measured over time to determine if the plan is successful in achieving the desired
objectives.

Strategic hr management and planning

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