Human ResourceThe Alignment, Roles and

Values with Strategic Planning

The Seoul Team

Brandon

Emre

Giacomo

Giodanna

Sagar

Stefanie

skit

HR Is Left Out • In many business strategy meeting, human

resource is excluded• Many companies do not consult with HR and tells

them to implement it• If companies include HR, it will align with the

company strategy

Agenda• Intro• Skit• Know your role• What are these professionals doing• What’s your value• Wrap Up• Q A

What is the role of HR department in supporting

strategic business alignment?

What is the role of HR department insupporting strategic business alignment?

HR Management & Employee Development Recruitment and Selection

• Align and coordinate with the strategic ambition

• Invest in employee to increase productivity

• Forecasts the desired numbers of employee and what skills they must have

• Strategy for choosing right person vary with economyo In boom time, HR must find

ways to attract new talento In lean time, HR decides who

to retain

• Keeps “la crème de la crème”

What is the role of HR department in supporting strategic business alignment?

Compensation

Employee Laws

Too high profitability decreases

Too low employee satisfaction descreases

• Must be keep eye on lawEX: In USA, the Disability Act Amendment , expanded what conditions can be regarded as disabled• HR needs to be changed to avoid violating any law

What HR professionals in areas of recruiting,

compensation, training and development, and

the generalists?

Think we know the answer…

Recruiting Compensation• Generations

• Process depends:• Position• Age• Skills• Cultures• Experience

Example:• CEO: experienced, network.

Michael Page, Head Hunter Company.

• Youngs: without experience, numbers.• E-tests• Tests (theory)• Discussion + teamwork• Feedback• Interviews (levels)

• First, budget.• Salary NET à Percentage

• Benefits • Motivation• Competition• Environment à Percentage

• Depends on:• Low or high positions• Generations

• 10,000 + benefits or 20,000?

Want to add…Training and Development Generalist

• GE launched the first corporate university to train their executive officers

• Toyota university• 1 year free master before

working or simultaneously• Invest in top graduate

students à Acquire skills/languages/experience/voluntary

• Rotating selected employees• Team building before

working (2 weeks), having FUN, socialize with new colleagues, like

• HR generalists manage the day-to-day operations of the HR office

• They manage the admin of the HR policies and programs

• Carry out responsibility in departmental development:• HR information systems• Training • Development• Benefits • Compensations

How each of these functions might add value to the company

How each of these functions might add value to the company

Recruiting• Most suitable candidates • Human capital (values)• IT devices • Little groups (2-3 people same

background)

Compensation

Motivation:• Benefits• Rewards• Maintaining Pay Parity• Satisfaction• Employee retention

Outsourced

• Short-term , specific tasks and knowledge

• Flexibility• Less costs• Small size companies

• Internal HR department• Monitoring employees’

performance• Commitment and loyalty,

because of:

• Same mission• Team building• Shared values

Centralized

Centralized

PresidentCompany A

Manufacturing Dept

Finance Dept

Marketing Dept R&D Dept HR Dept

Outsourced

PresidentCompany B

Manufacturing Dept Finance Dept

Company CHuman Resources

Centralized vs Outsourced

How each of these functions might add value to the company

Training and Development

• Training of:o Languages, extra skillso Improve efficiencyo Leadership tools

• Company’s aims• Better communication

between employees• Promotion• Employees retention

HR Generalists

Empowerment of:• Quality of workforce• Productivity• Help in goal

attainment• Employee relations

Q & A

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