Mamun Muztaba AMC, BIMSTRATEGIC HUMAN RESOURCE PLANNINGCourse outline - SHRP

Initially strategos refered to a role (a general in command of an army).

Later it came to mean the art of the general, which is to say the psychological and behavioral skills with which he occupied the role. \\

By the time of Pericles (450 BC) it came to mean managerial skill (administration, leadership orienta-tion, power).

And by Alexanders time (330 BC) it refered to the skill of employing forces to overcome opposition and to create a unified system of global governanceThe early days

It derives from the Greek "" (strategia), "office of general, command, generalship".Strategy describes how an organization intends to achieve its objectives and mission.A method or plan chosen to bring about a desired future, such as achievement of a goal or solution to a problem.The art and science of planning and marshalling resources for their most efficient and effective use. The term is derived from the Greek word for generalship or leading an army.A strategy is a set of objectives, policies and plans that, taken together, define the scope of the enterprise and its approach to business. What is Strategy?

Goal Strategy Objective TacticAgoalis a broad primary outcome.Astrategyis the plan for how the organization intends to achieve its goals.Anobjectiveis a measurable step you take to achieve a strategy.Atacticis a tool you use in pursuing an objective associated with a strategy.

The strategy is about winning !Strategy is the formulation of organizational missions, goals, objectives and action plans.

Three Subsidiary Concepts to StrategyMichael Porter (1985) Firms select markets in which they can excel and present a moving target to their competitors by continually improving their positionDistinctive capabilities are those characteristics that cannot be replicated by competitors, or can only be imitated with great difficulty. A firm must match its capabilities and resources to the opportunities available in the external environment.

Purpose of PlanningPlanning The process of setting goals and courses of action, developing rules and procedures, and forecasting future outcomes.

Strategic Planning and Human ResourcesStrategic PlanningProcedures for making decisions about the organizations long-term goals and strategies

Strategic Human Resources Management (SHRM)The pattern of human resources deployments and activities that enable an organization to achieve its strategic goals.

Human Resources Planning (HRP)Process of anticipating and making provision for the movement (flow) of people into, within, and out of an organization.

Reciprocal and interdependent relationship-Environmental scanning critical for both

Characteristics of an Effective HRM StrategyThe purpose of HR strategy is to capitalize on the distinctive competencies of the organization and add value through the effective use of human resources.

External and Internal Fit: Fit is an important consideration when designing HR programs. We look at two types of important fit:1. Fitting HR strategy to overall organizational strategy (External fit), (HR managers must be included in strategy discussions to be sure this happens)2. Linking the various HR programs to other functional areas and to each other (Internal fit). - A fit with other functional areas, such as marketing. - And a fit among all HR programs.Focused on Results The hard work of deciding on strategy is not its formulation but its implementation and the tracking of results. The HRM strategy must be result oriented and measurable.

The Process View of StrategyWhat is our business ?How do we create value ?

What are our organizational and/or technological capabilities ?

Who are we in business with ?

How is our business/industry changing ?What drives this change ?

What are our strengths and weaknesses ?What opportunities open up, and what threats exist ?Competitive & Industry Analysis ("Where do we stand?")Strategy formulation ("Where do we want to go ?")Implementation and Control ("How do we get there?")

References:Strategic Human Resource Planning (- Kenneth J. McBey & Monica Belcourt) Human Resource Planning (- Dipak Kumar Bhattacharyya)Human Resource Management (- Gary Dessler & Biju Varkkey)

End of SessionThank You