HR Planning and Strategic Thinking – Comprehensive Notes

SBCA Mission, Vision, and Stakeholders

  • Mission: Help enhance employee welfare by providing quality human resource programs and services, thereby contributing to making San Beda Alabang an employer of choice.
  • Service delivery: Respond to employee service needs with urgency; listen to concerns, issues, and suggestions with heart and passion.
  • Expectations and development: Manage expectations by giving relevant information; motivate employees by providing learning opportunities to achieve career empowerment and advancement.
  • Communication and engagement: Organize activities that concretize the SBCA Vision-Mission Statement and open up all channels of communication for greater reach to stakeholders.
  • Module context: Recruitment & Selection — Module 1: Fundamentals of HR Planning; Presented by Dr. Jojo B. Padolina.

HR Functions

  • HR Administration – Recruitment & Selection
  • HR Administration – Information Systems and Records and Management
  • Compensation & Benefits
  • Training & Development – Performance Management & Career Development
  • Employee Relations – Employee discipline
  • Organization Development

Planning and the Recipe for Success

  • Key quote: "Planning is a recipe for success… Those who don't have a plan are actually planning to fail…"

Strategic Business Plan

  • Definition: A formal statement of a set of business goals, the reasons they are believed attainable, and the plan for reaching those goals. It may also contain background information about the organization or team attempting to reach those goals.

Human Resource Planning: Definition and Purpose

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

What are HR and Why It Matters

  • HR (Human Resources) refers to the people who work for a company or organization, and the department responsible for managing those resources.
  • People as assets: The workforce is an asset alongside financial and material resources (buildings, machinery, equipment).
  • Significance: A company is more likely to be successful if it manages all resources well, including its people.

Managing Employee Categories

  • Current Employees: The HR department’s role in managing existing staff.
  • Prospective and New Employees: Acquisition of new employees.
  • Outgoing Employees: When employees leave; HR ensures legal and proper processes are followed.

Improving Morale

  • HR aims to create a positive, enjoyable work environment, which can improve productivity and reduce turnover.

HR Planning as Planning of HR Functions

  • HR planning refers to planning how human resource management will be executed within the organization.

HR Planning for Competitive Advantage

  • To maintain a competitive edge, organizations must implement innovative strategies to enhance retention and recruit fresh talent.
  • HR planning helps develop strategies and predict company needs to keep the competitive edge.

Strategic Planning

  • Resource: YouTube video on Strategic Planning: https://www.youtube.com/watch?v=iuYlGRnC7J8

Strategic Thinking in Planning

  • Definition: Strategic thinking is an intentional and rational thought process focusing on the analysis of critical factors and variables that influence long-term success.
  • It includes anticipation of threats and vulnerabilities to guard against and opportunities to pursue.
  • Outcome: Leads to a clear set of goals, plans, and new ideas required to survive and thrive in a competitive, changing environment.
  • Source: https://cmoe.com/glossary/strategic-thinking/

Why Strategic Thinking is Important in Planning

  • Provides a helicopter view of the firm and its business environment.
  • Aspects: Thinking BIG, THINKING DEEP, THINKING IN TIME.
  • Source: bonvictor.blogspot.com

Secrets of Strategic Thinking

  • Thinking big: The impact you seek to create with your project or program.
  • Thinking deep: The project/program is the product of a well-thought plan.
  • Thinking in time: The project/program will create a better future in terms of status or condition.

Goal & Objective Setting

  • GOAL: General, intangible, broad, abstract; strategic in nature.
  • OBJECTIVE: Specific, measurable, narrow, concrete; tactical in nature.

GOAL vs OBJECTIVE (Examples)

  • Goal example: "Use PowerPoint effectively." (broad intention)
  • Objective example: "Insert a title slide into a PowerPoint presentation." (measurable learner outcome)

Budget & Cost Analysis

  • Determine financial requirements for a project, including sources of funding (budget) and project/program costing (bill of expenses to be incurred).
  • Cost-benefit analysis: Evaluate how well or poorly a planned action will turn out; compare benefits to financial costs incurred in delivery.

Inspirational Quotes

  • "If it ain't broke, don't fix it." — Bert Lance
  • "There's a way to do it better — find it." — Thomas A. Edison

Why Innovation Matters?

  • Rationale: Innovation drives improvement in processes, services, and outcomes; it helps maintain competitiveness and relevance in changing environments.

The Role of M-V-G in HR Planning

  • Mission: A statement of the company’s identity — who we are and what we do.
  • Vision: A statement of where the company is headed to; what it wants to become.
  • Goal(s): The tools necessary to realize the mission and achieve the vision.
  • Alignment: Any HR plan must be aligned to the organization’s Mission-Vision-Goal (M-V-G).

Implications for HR Planning

  • SBCA Mission: To provide excellent and responsive programs and services; adopt empowering leadership and management systems as exemplified by St. Bede.
  • SBCA Vision: To be a leading Catholic Christian educational institution committed to principles of peace, prayer and work.

LandBank Example (Vision and Goal)

  • Vision: “Landbank shall be the dominant financial institution in countryside development, committed to the highest standards of ethics and excellence in the service of the Filipino people.”
  • Goal: To improve the lives of all stakeholders and to work with them to lead the country to economic prosperity.

HR Systems Group: HR Planning & Analysis Model

  • Components and flow:
    • Strategic/Business Plan
    • Work Current State
    • Competencies
    • Work Design/Classification
    • Gap Analysis
    • HR Strategies & Plans
    • Recruitment & Selection
    • Performance Management
    • Learning & Development
    • Career Development & Rewards & Organizational
    • HR Planning
    • HR Information
    • Change Management
    • Environment
    • Ongoing Evaluation

Developing Strategies in HR Planning

  • Effective HR planning strategies ensure: sufficient staff; right talent mix; appropriate locations; performance when needed.
  • Monitoring & evaluation: Regularly assess strategies to ensure progress toward desired direction; close competency gaps; implement corrections as needed.

Case Presentation: Next Meeting

  • Assigned Case Presentation material will be uploaded in the LMS.
  • Each student must prepare a case analysis report for oral presentation using PowerPoint.
  • The report should answer the questions at the end of the case material.
  • Individual case presentations will be held at the next meeting.

Case Study I: The New SMART

  • Overview: SMART promotes a digital lifestyle where users are free, everywhere, empowered, and connected.
  • Notable figure: apl.de.ap, international superstar and proud Pinoy.

SMART Strategic HR Plan: Key Questions

  • What were the business challenges faced by SMART in the 90s?
  • Identify and explain the business and HR strategies adopted by SMART.
  • How important was the strategic HR plan in SMART's success?