Transcript LOGO The HR Planning System

The HR Planning System
By Daniel Damaris Novarianto S.
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STRATEGY
STRATEGY:
 A course of action the company can pursue
to achieve its strategic aims
Strategic Plan:
 The company’s plan for how it will match its
internal strengths and weaknesses with
external opportunities and threats in order to
maintain a competitive advantages
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STRATEGY (cont.)
Strategic Management:
 The process of identifying and executing the
organization’s strategic plan, by matching the
company’s capabilities with the demands of
its environment
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Hierarchy of Goals
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Strategic Management Process
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Types of Strategies
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Linking Company Wide and HR
Strategy
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Practices Behaviors Strategy
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Strategic HRM Tools
 STRATEGY MAP
 THE HR
SCORECARD
 DIGITAL
DASHBOARD
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Strategic HRM Tool (cont.)
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Strategy Map for Southwest
Airlines
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Digital Dashboard
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HR Metric
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Talent Analytic for HR
Human Capital Fact:
 “What are the key indicators of my
organization’s overall health?”
Analytical HR:
 “Which units, departments, or individuals
need attention?”
Human Capital Investment:
 “Which actions have the greatest impact on
my business?”
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Talent Analytic for HR (cont.)
Workforce forecasts:
 “How do I know when to staff up or cut back?”
Talent Value Model:
 “Why do employees choose to stay or leave
my company?”
Talent Supply Chain:
 “How should my workforce needs adapt to
changes in the business environment?”
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Current Issue Regarding
Employee Right
Drug Testing
Why company conduct drug test?
 10 times more likely to miss work
 5 times more likely to file a worker’s
compensation claim
 3.6 times more likely to be involved in a workrelated accident
 33% less productive the non-users
 Costing nearly $100 billion annually (in USA
Corp.)
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Current Issue Regarding
Employee Right
Honesty Tests
Whistle Blowing
 A situation in which an employee notifies
authorities of wrongdoing in an organization
Employee Monitoring & Workplace
Security
Workplace Romance
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Exception to the Doctrine
Contractual
Relationship
Statutory
Consideration
Public Policy Violation
Implied Employment
Contract
Breach of Good Faith
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Disciplining Employees
Tips for manager before disciplining their
employee:
Cool off, but don’t wait too long
Think before you speak
Always discipline private, one on one
Follow company disciplinary procedures to
ensure fairness and consistency
 Be prepared to hear a variety of both
imaginative and worn-out excuses
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Disciplining Employees (cont.)
Tips for manager before disciplining their
employee: (cont.)
 Prepare to avoid nervousness
 Prepare by comparing the actual and the
desired situation
 Clarify expectation and contingencies for
specific actions and timetables
 Ask employee for feedback
 Let’s go………….!!!
How to analyze discipline
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problem
Seriousness of the problem
 “How severe is the problem?”
Duration of the problem
 “Have there been other discipline problems in
the past and over how long a time span?”
Frequency and Nature of the Problem
 “Is the current problem part of an emerging or
continuing pattern of disciplinary infractions?”
How to analyze discipline
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problem (cont.)
Extenuating Factors
 “Do extenuating circumstances relate to
problem?”
Degree of Socialization
 “To what extent has management made an
earlier effort to educate the person causing
the problem about the existing rules and
procedures and the consequences of
violations?”
How to analyze discipline
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problem (cont.)
History of the Organization’s Discipline
Practices
Management Backing
 “If employees decide to take their case to a
higher level in management, will you have
reasonable evidence to justify your decision?”
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Type of Problem - Infraction
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Disciplinary Actions
See You Again….!
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