STRATEGIC PLANNING OF HUMAN
RESOURCE MANAGEMENT
The Lifecycle Stages
of an organization & the
possible HRM strategies for each
The Lifecycle Stages
1. Introduction
2. Growth
3. Maturity
4. Decline
HRM STRATEGY
Lifecycle Stage:
INTRODUCTION
Staffing
- Recruit the finest
professional and technical
talent
Compensation
- Wages must be equal or
higher than the labor
market rate
Training and Development
- Determine future skill
requirements and start
establishing career steps/
ladders
Labor/ Employee Relations
- Articulate the
organization's underlying
employee- relations
philosophy
Lifecycle Stage: GROWTH
Staffing
- Recruit qualifying workers
- Plan management succession
- Manage rapid internal labor
market movements
Compensation
- Meet external market but
consider internal equity
effects & establish formal
compensation structures.
Training and Development
- Mold effective management
team through management &
organizational development.
Labor/ Employee Relations
- Maintain labor peace,
employee motivation, and
morale.
Lifecycle Stage: MATURITY
Staffing
- Attract best technical and
professional talent
Compensation
- Control compensation cost
Training and Development
- Maintain flexibility and
skills of an aging
workforce
Labor/ Employee Relations
- Control and maintain labor
costs and peace
- Improve productivity
Lifecycle Stage: DECLINE
Staffing
- Plan and carry out labor
reductions and
reallocations
- Downsizing and outplacement
occur in this stage
Compensation
- Implement tighter cost
control
Training and Development
- Implement retraining and
career consulting services
Labor/ Employee Relations
- Improve productivity and
achieve flexibility in work
rules
- Negotiate job security and
employment adjustment
policies
Of the areas of focus in HRM,
which one do you think is the
most important?
AREAS OF FOCUS
1. DRAWING UP AN HR PLAN
- By developing an HR plan
and overseeing the
 processes, the business
becomes more manageable.
We are addressing issues
because we can quickly
identify where things
started going wrong.

2. IDENTIFYING STRATEGIC HR
ISSUES

- After implementing a plan,

looking for errors during
the process would be more
efficient because we
already know how things
should be done.

3. PRIOTIZE ISSUES AND ACTIONS

- In prioritizing issues, we
should consider which
problems would do more
damage in the future if
left unattended.
THE ROLE AND CHALLENGES OF A
MANAGER
ROLES OF A
TOP MANAGER IN STRATEGIC PLANNING
Strategic Analysis
- Top Managers' roles in
conducting a strategic analysis
Strategic Plan
- Top Managers' roles in creating a
strategic plan
STRATEGIC ANALYSIS
Step 1
- HRM understands the Company
& Department's Mission and
Values
Step 2
- HRM understands the Challenges
Facing the Department
STRATEGIC PLANNING
1. HRM MAKES IT APPLICABLE
- HR managers must ensure the
strategic plan is constantly
updated with the business and
world
2. HRM IS A STRATEGIC PARTNER
- HR managers must align the
strategic plan with the mission
and objectives of the business
3. HRM INVOLVES PEOPLE
- In creating a strategic plan, the
HR managers cannot write it
alone. HR managers involves
everyone in the organization in
order to create a successful and
efficient strategic plan
4. HRM UNDERSTANDS HOW
TECHNOLOGY CAN USED
- With the help of technology, HR
managers use HRM software to
make the HRM process faster,
easier, and more effective, which
aids in creating a strategic plan.
CHALLENGES / CHALLENGES FACED
1. Gap in the HR Strategic Plan with
the Company Strategic Plan
along with Vision, Mission, and
Values.
2. Accurate Prediction of
Constant Changes and Prioritization of
Issues in Strategic Planning.
3. Difficulty of aligning the overall
strategic plan with the more
detailed plan (HRM Strategic Plan
& HR Plans)
Gaps in the HR Strategic Plan with the
Company Strategic Plan along with
Vision, Mission, and Values.
HRM DEPARTMENT AND COMPANY
VISION, MISSION, AND VALUES
- Define the company’s goals,
objectives, and purpose
- Alignment is necessary to
accomplish departmental and
organizational objective
- Gaps in between may cause
inefficiency and strategic
misalignment
Gaps in between HR and Company
Strategic Plan
- Rampant when the company
transitions from a different stage in
a life cycle.
- Neglecting the gaps may cause
detrimental effects.
- Risks to staffing, productivity, and
employee morale.
Prediction & Prioritization of Issues and
Changes
Predicting Changes
- Not entirely based on the past
- Uses vague signs of important
trends
- Uses a set of strategy decisions.
Prioritizing Issues
Subjective and dependent on the
manager
Takes into consideration:
- Seriousness
- Time
- Extent
- Relevance
- Difficulty
Difficulty of aligning the overall strategic
plan with the more detailed plan (HRM
Strategic Plan & HR Plans)

- Strategic Plan: defines major

goals and objectives

- Characteristics: long-term and

broad

- Importance: provides purpose

and guidance

- HR Plan: process of predicting

workforce needs and developing
plans to optimize employee skill
and aptitude.

- Characteristics: short-term,
detailed, and supporting

- Importance: highlights the

people factor in achieving the
organization's strategic goals
WRITING THE HRM PLAN Develop Training

The writing of an HRM strategic plan should - It is a learning process in which

be based on the strategic plans of the employees get an opportunity to
organization and of the department. Once develops a skills, knowledge, and
the strategic plan is written, the HR performance as per the job
professional can begin work on the HR plan. requirement to deliver a better-
quality outcome. Having effective
The 6 parts of the HRM training programs can help
businesses prosper.
1. Determine Human Resource Needs
2. Determine Recruiting Strategy Determine Compensation
3. Select Employees
4. Develop Training o In this part, the management must
5. Determine Compensation determine the wage rates and the
6. Appraise Performance bonuses of the employees such as
their thirteenth- month pay, health
Determine Human Resource Needs insurance, and others that can give
special or extra benefits to the
o This is where you determine how employees.
many people are needed in the
organization. Appraise Performance

o The abilities, knowledge, and skills o The review of an employee’s job

are being observed in this part, as
HR will look at what employees can
do.
Determine Recruiting Strategy
performance and overall
contribution to a company
Of the parts of HR planning, which do you
think is most difficult, and why?

Attracting qualified people refers to o It saves time and money

recruitment and it represents one of the
major responsibilities of the HR manager.

o This is now where you determine

objectives for the company's
demands, meet the applicants'
expectations, and create goals in
recruiting suitable people for the
organization.

o Before an organization can hire an

individual, it must locate qualified
applicants that have the potential to
contribute to the organization's
overall growth.

Select Employees

o It is the process of interviewing and

evaluating candidates for a specific
job.

- Since it is expensive to hire people,

it is crucial to do it right in selecting
employees based on certain criteria
such as qualifications, skills, and
experience in order to have no issues
in the future.
WRITING THE HR PLAN
Why is it important to plan your
staffing before you start to
hire people?
WHAT IS STAFFING?
o It includes the development
of a strategic plan to
determine how many people
that must be hired.
o Refers to the process of
finding, selecting,
evaluating, relationship
with current or future
employees.
STAFFING -> RECRUITMENT
o Involvement of other
managers and executives
WHAT IS THE PURPOSE OF HAVING A
STAFFING PLAN?
o A staffing plan is a
strategic planning process
used by a business to
evaluate and identify its
personnel needs (Usually
under the direction of the
HR team).
HOW TO MAKE A STAFFING PLAN?
1. Identify the business goals
2. Identify internal and
external factors
3. Understand your current
staffing environment
4. Forecast future personnel
needs
5. Complete a skills gap
analysis
WHY IS IT IMPORTAN TO PLAN YOUR
STAFFING BEFORE YOU START TO
HIRE PEOPLE?
o It allows you to avoid
overstaffing or
understaffing your
business.
o It helps you to determine
the skills and experience
levels that you need in
your workforce.
TRAINING AND DEVELOPMENT
WHAT IS THE SIGNIFICANCE OF
TRAINING?
SIGNIFICANCE OF TRAINING
1. Good employee performance
o Helps in aiding the
performance of an employee
2. Employee Productivity
o The more knowledgeable the
employee the more it
produces fast pace work
3. Development of new
talent/skills
o To reach flexibility in
working in more job-
specific areas.
4. Promotes employee retention
o Provide employees with
ongoing training programs
5. Improves employee-company
cultural fit
o Employees receive extensive
training
o Molded to fit the
organizational culture
WHY DO WE NEED IT IN
ORGANIZATION?
IMPORTANCE OF TRAINING IN AN
ORGANIZATION
o to ensure that human capital
is developed as efficiently
as possible and to develop
business management and
leadership capabilities for
a competent executive team.
WHAT IS TRAINING AND DEVELOPMENT?
TRAINING AND DEVELOPMENT
o Foundation for improving
employees’ performance
o Advancing a worker's
knowledge and skills
o Increases productivity
4 Steps of Training &
Development
1. Employee orientation
2. In-house training programs
3. Training with a “mentor”
4. External training
Employee Orientation
- Providing employees with
information & rules

In-house Training Programs

- Assist in particular task in a
department

Training with a "Mentor"

- A veteran employee paired up
with newbie to train

External Training
- Opportunities to take seminars
outside company
TIPS IN HRM PLANNING:
Keeping Up with
Legislative Changes
STARTUP COMPANIES’ REASON FOR
FAILURE
• Lack of funds
• Unsuccessful products
• Bad HRM Planning
IMPORTANCE OF KEEPING UP WITH
LEGISLATIVE CHANGES
• Staying up to date on the latest
legislation will be a major facet of
your role.
• Enforcing compliance helps your
company prevent and detect
violations of rules
• Protects your organization from
fines and lawsuits.
• To keep up with a constantly
changing regulatory environment
• To protect your business’s
resources and reputation
• To improve efficiency
6 WAYS AN HR MANAGER CAN KEEP UP
WITH LEGISLATIVE CHANGES
1. HIRE KNOWLEGEABLE HR STAFF
• Conduct employment law
Human resource legislation
- Take steps to ensure that you’re
only hiring qualified and
knowledgeable talent to run your
business’s human resource
department.
2. PROVIDE PROPER TRAINING
• Provide Opportunities for
Professional Development
3. CREATE AN EMPLYEE HANDBOOK
4. UPDATE YOUR HANDBOOK
ANNUALLY
• Provide Opportunities for
Professional Development
5. PERFORM WEEKLY UPDATE
• Perform weekly searches to make
sure your business is up-to-date
on the current laws and any new
laws that come into legislation.
6. CHECK WITH YOUR LEGAL
COUNSEL
• In any situation with uncertainty,
it’s a good idea to check with
your legal counsel.
WHY SHOULD HR MANAGERS BE AWARE
OF LEGISLATIVE CHANGES?
• They work in a changing and
growing environment and the
best people leaders are always
looking to the horizon for the next
big change.
• It can effectively communicate
with your organization on legal
and compliance expectations
and can impact the company
and the workflows of workers.
WHY IS IT IMPORTANT FOR MANAGERS TO
MANAGE CHANGE?
• It drives the successful adoption
and usage of change within the
business.
• Without effective organizational
change, company transitions can
be rocky in terms of time and
resources.
5 PUBLICATIONS THAT MAY HELP HR
MANAGERS KEEP UP WITH
LEGISLATION CHANGES
1. Beginning management of
human resources
2. Keeping up with laws and
regulations is crucial
3. How to stay up to date on
changing employment laws and
regulations
4. Eight strategies to stay on top of
changes in employment law
5. 5 practical ways to keep up with
regulatory changes
CONCLUSION:
• Without human resources management,
companies would not be able to effectively
recruit and retain employees, improve and
enhance the organization, and they wouldn't
be able to maintain a healthy, accepting
workplace culture and environment.
TIPS IN HRM PLANNING o Found eight traits shared by the
best performing managers and
1. Connect HRM Strategic Plan to the trained others in them
Company Plan
2. Regularly Monitor the Plan Google LLC
3. Measure the Plan
4. Change is Often Essential "Project Oxygen"
5. Be Mindful of Legislative Evidence that their HRM strategic plan
Modifications is working:
Importance of Measuring HRM Strategic
Plans o Over time, Google noticed a general
1. Helps the HR to organize tasks improvement in team metrics and
accordingly people management, including
performance, satisfaction, and
2. Aids in connecting human capital turnover
management more directly with
business strategy o Google was named one of the best
employers by Randstad in 2016 and
3. Outline the needs of the received a Randstad Award for
4. Organizations Employer Branding in Switzerland in
2017
5. Sustain the life of the company Cisco

Effects of Not Measuring HRM Strategic "CISCO Talent Cloud"

Plans
1. High turnover rates Information:
2. Low morale o An internal customer relationship
3. Inefficient hiring process management (CRM) that allows
4. Legal issues managers access to the experience
5. Lost business and expertise of the company's more
than 70,000 employees
Companies With Effective strategic HRM
o Provides workers with the
o Their techniques in strategic HRM understanding and resources they
need to take the initiative and
o Evidence that their methods are enhance their careers
effective
Google LLC o Enables managers provide employees
with the chance to learn by working
"Project Oxygen" on a project that helps them
achieve a specific goal
Information:
o In 2006, co-founders Sergey Brin
and Larry Page decided to handle
HR empirically, based on employee
data and feedback

o Employed individuals conduct in-

depth statistical analysis on the
characteristics of effective
managers considered by their
employees
Cisco

"CISCO Talent Cloud"

Evidence that their HRM strategic plan

is working:

o Cisco was voted 8th out of 25

businesses in the Glassdoor
Employee Choice Awards as one of
the Best Places to Work in the UK.

o They are listed in Fortune

Magazine's annual 100 Best
Companies to Work For the 18th
consecutive year.

o On the list of the World's 25 Best

Multinational Workplaces published
by the Great Place to Work
Institute in 2014, Cisco came in at
number 9. Due to their inclusion in
12 national top firms' rankings that
year, they were eligible for the list.
8 PRINCIPLES OF HUMAN RESOURCES
1.Recruit to retirement
HR is all about dealing with
employees from recruitment to
retirement. It includes manpower
planning, selection, training
and development and more.
2. People behind the machine
count
Previously, it was the machine
behind the man that counted.
Today, people are the real power
to drive organizations forward
3. Hire for attitude, recruit
for skills
7. HR Leaders are king and queen
makers
Presently, there is an
impression globally that HR
leaders are king and queen
makers. They are perceived as
people who become ladders for
others to climb to higher
positions. It is due to the
roles and responsibilities they
undertake. HR leaders are
masters of their trades, not
jacks of other trades. They know
everything about HR, but they
don’t necessarily know much
about other aspects in the
organization.
8. To serve is to lead and live

This means that Attitude is the HR leaders must serve people

key to employee engagement and
success. Hence, HR leaders must
emphasize attitude rather than
experience.
4. appreciate attitude but
respect intelligence
with pleasure without any
pressure. They must become
torchbearers of human capital
and knowledge. They must learn,
unlearn, and relearn to stay
relevant.

It is true that both attitude

and intelligence are essential
to improve the organizational
bottom line. If HR leaders find
it is tough to get both, they
should choose attitude
over intelligence as it helps
accomplish organizational goals
and objectives.

5. hire slow, fire fast

HR leaders must be slow in

hiring the right talent for
their organizations. They must
look for the right mindset,
skill set, and tool set in job
seekers during recruitment.

6. Shed complexity wed

simplicity

People today prefer to work in

flat organizations rather than
tall ones. Tall organizations
often have hierarchies with a
bureaucratic mindset that
doesn’t work in the present
context. Gen Yers are happy to
work with partners rather than
with bosses. So shed complexity
and wed simplicity to achieve
organizational excellence and
effectiveness
RECRUITMENT PROCESS
Site Engineer
DIRECTIVES
Knowledge and Skills
Search online for “Job Description”
• Communication Skills
Review three different Job Descriptions • Organized and Methodical Approach
to Work
Answer the following Questions for each • Strong Analytical and Problem-Solving
Job: Skills
• What are the Unique Job • Attention to Detail and Accuracy
Knowledge and Skills Needed? • Negotiation Skills
• What are the Qualifications of
the Possible Candidate? ii. Qualifications
• Develop a Job Advertisement
(for only one Job) • A degree or HNC/HND in construction-
• Explain Recruitment Strategies related or engineering discipline.
• Degree must be accredited and meet
Examples Chosen: the body’s academic requirements for
membership
o Film/Video Editor
o Site Engineer Teamwork
o IT Technical Support • IT skills
• Flexibility
Film/Video Editor • Project-Management Skills
• Knowledge of Building Health and
i. Knowledge and Skills Safety Legislation
• Driver’s License (Required)
• Eye for Details
• Critical Thinking
• Passion for Film and Video Editing
• Creativity
• Patience and Focus

ii. Qualifications
• Foundation degree, HND or degree to
be a film or video editor not required;
however, you must be committed and
determined to enter the industry.
• You must be able to demonstrate the
necessary skills, so a degree will be
helpful

• Excellent Communication Skills

• Ability to Work in a Team
• Motivated and Dedicated
• Organized and Timely
• Able to Work Under Pressure and
Meet Deadlines
• You must be proficient at using
specific editing software
packages. Courses are available
for the training on the use of
the editing software.
• Computer Literacy is required.
HR SKILLS AND CHALLENGES OUTPUT
Interviewing an HR Professional
1. May we request for your
short biography?
o Yes, you may. I have been
in my field for over a year
right now. Prior to that I
was a trainer for 6 years
in an English Language
School.
2. What is the complete name
of your organization and
your current designation?
o FL Connections. I am a
freelance worker, working
as their HR in Recruiting
Department.
7. What were your takeaways
from the interview?
The learnings we get from
interviewing a HR
professional is that we
need to be successful in
the field of HR is to be
patient, well educated,
have proof of that
education and professional.
Although those in this
profession may suffer from
a lacking sufficient
compensation from their
respective employers, there
are still many
opportunities to take
within this field.

3. How did you become an HR

Professional/Practitioner?

(Educational attainment,
starting job and salary,
expertise in HR, etc...)?
I became an HR because I am
a degree holder in-line
with this field.

4. What are the necessary

skills to become successful
in the HR field?

Being patient is at most

necessary with perseverance
and professionalism to
become successful in this
career.

5. Where do you see yourself

five years from now?

I can see myself as the

company’s OM (Operations
Manager) because I believe
in my skills and capacity.

6. What challenges do you see

in the HR person and
profession that need to be
addressed?

Company should give

adequate compensation and
benefits to these HR
Personnel which is not all
the HR personnel are given
so these days.