Human Resource Systems Review
Promoting responsiveness of human factors of organizational life

Foundation of Strategic Human Resource Systems Review

Understanding core human factors of organizational life is key to human resource systems review and transformation for ultimate high performance.

Your human resource or workforce management systems would achieve better results when they are responsive to the human needs, motives, aspirations and commitments which supervene in your organization's strategic situation. Therefore, you could transform your Human Resource (HR) management systems by incorporating the human factors of organizational life in your business in a periodic HR Systems review. This would involve adopting an integrating, reflexive approach to interrogate the HR systems.

For example, think about and explore the functional impact of the human factors of the organization life on one another—i.e., their functional interedependencies—and how they are affected by the manifest condition and character of your organizational systems, processes, and technologies. This would mean considering the alignment and responsiveness of your organizational systems and sub-systems to people's innate desire for survival, self-fulfilment, and growth.

With the afore-mentioned approach as foundational to effective and strategic human resource systems review, you could progress the human resource systems review process with insightful, organization-wide stakeholders workouts, roundtables, feedback briefs, and vignettes.

Depending on the feedback you got from the workouts and the analysis of the human resource systems review data, you may need to go further and conduct a specific business-linked, or strategic, human capital performance management review.

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Paying attention to the workforce planning process and system to ensure its strategic fit

Strategic Workforce Planning

An integrated human resource systems review would pay attention to the workforce planning process and system, particularly to ensure its strategic fit.

You could optimize your workforce planning system through strategic workforce management—which is integrated with strategic workforce planning systems review and development, and succession planning systems review and improvement—to create the human capital base that could ensure the future of your organization in business. This would also help to commit the human capital to your organization's long-term vision of organizational leadership and high-performance.

Want to know more? Let us consider the folowing:

  • Strategic Workforce Planning Model, and
  • Succession Planning Systems Review
  • Strategic Workforce Planning Model

    To achieve desired strategic results with your workforce planning process, integrate it with your organization's vision and strategic roadmap.

    This would require using a workforce planning model which is linked with real-life business issues, challenges and plans,—and which is also focused on developing and creating effective synergy of functionally interdependent systems, sub-systems, processes and facets in the total organization. The model should integrate workforce planning with the strategic and competitive challenges of the organization, and provide the insight the organization needs to create the human capital base for its business mission and vision.

    Furthermore, the model should take account of the organization's key business activities and help facilitate the commitment of key stakeholders in the workforce planning and implementation process to desired level of human capital performance.

    Properly used, such a model would help ensure that the key people with the right mix of experience, talents, skills and competencies are available, effectively positioned, and deployed to achieve the organization's desired strategic objectives and goals. Thus, the model would leverage top-down responsibility with bottom-up responsiveness.

    We provide you such a model in our eight-phase Workforce Planning Improvement Cycle (PDF).

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    Eight-Phase Strategic Workforce Planning Model

    Here are the eight phases of an effective strategic workforce planning model, based on the ODSynergy Workforce Planning Improvement Cycle.

    1. Analysis of the organization's strategic situation
    2. Identification and clarification of key functions, organization's goals, role relationships—and performance indicators and job objectives
    3. Analysis, indentification and mapping of current skills—this is essential for effective talent management and succession planning
    4. Analysis and mapping of workforce—needs and supply; a sort of gap analysis
    5. Projection and scheduling of staffing requirements organization-wide or for targetted business divisions
    6. Optimization of targeted HR systems and practices, where necessary, for strategic relevance
    7. Development and costing of workforce action plans
    8. Periodic workforce status monitoring, review and reporting.

    Creating the human capital basis for the future of your business today

    Succession Planning Systems Review for Strategic Results

    To be efective, succession planning should be integrated with your business strategy, and the organization's mission and long-term vision.

    You may start this process with a strategic review of the organization's succession planning system, creating the human capital basis for the future of its business today. You would have to focus on the 'total organization'—not only in terms of today's top management core but on the key human capital areas for the organization's strategic objectives,—essentially relating the succession planning to the organization's strategic business future. Thus, thinking in terms of the kind of key people, leaders and executive management the organization needs at the various business units, divisions or locations, to sustain its vision of organizational leadership and performance.

    You would have to explore—collaboratively with today's key people and leaders—and find insightful answers to—such questions as:

    1. What drives the corporate vision today, or traditionally, and what would probably drive it in the next 10 years?
    2. What is changing—or would change—for example, in respect of how the organization does business and the environment it operates in?
    3. How would the organization's business evolve in the next 10 years?
    4. What probable strategic demands would the executive management and key people at the various divisions or locations be facing in the next 10 years?

    Interrogating for an effective succession management system

    Succession Planning Systems Review for Strategic Results—2

    Apart from the strategic outlook, a succession planning—and succession management systems review—would seek specific answers involving the current succession planning and succession management practices. Questions such as the following should be addressed:

    1. What are the underpinning assumptions?
    2. What is the organization achieving with the current succesion planning and succession management practices?
    3. What are the alternatives to current practices? Why are they not being used? What would be required to use such alternatives?
    4. Given the organization's current level of organizational performance and human capital status, overall what should it be doing differently?

    To have and sustain a high-performance succession planning and succession management system, the organization should integrate succession planning and management with strategic talent management. This way, the organization could have high-quality pipeline of the right kind and mix of leaders and talents across its functions and business units.

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    Furthering behavioral and enabling factors for strategic human resource plan implementation

    Human Resource Strategy Development

    Effective human resource strategy derives from, and are aligned with, the organization's business or corporate strategy and its strategic plan.

    The process of developing the human resource strategy would integrate appropriate competitors' intelligence data, best practices, and the organization's competitive or strategic situation and vision. There would be insightful SWOT—strengths, weaknesses, opportunities, and threats—analysis reflective of the organization's vision of leadership and high-performance, its business strategy, the HR implications of the business strategy,—and the behavioral and enabling factors for strategic human resource plan implementation. Such an analysis should incorporate stakeholder's feedback.

    Apart from exploratory HR and business review sessions, stakeholders workshops and roundtables should be used to develop ownership of the HR strategy and the strategic management attributes to ensure that the HR strategic plan is not only feasible and operational but attains the strategic objectives implied in the organization's business strategy.

    Proactive collaboration and productive engagement

    HR Strategy Facilitation

    It is not enough to develop the HR strategy, the HR strategy should be facilitated collaboratively with, and through, key stakeholders organization-wide.

    The HR strategy facilitation process should involve the use of roundtables, data feedback and action planning sessions on the strategic HR issues underpinning the organization's business or corporate strategy—giving stakeholders an appreciation of how the HR strategy, policies and procedures are intergated with the organization's strategic vision—and for sustaining organizational leaderdship and high-performance.

    In this way, the HR strategy would effectively complement the organization's business strategy and position its human capital and human capital management systems for its strategic mission. In the process, key non-HR people in various business units, divisions and locations of the organization would be best positioned and prepared to own the organization's HR strategic plan.

    Technical Assistance and Partnership

    Need our technical assistance or partnership towards human resource systems review and development for sustainable desired results? Get Help:info@odsynergy.com

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