through organizational capability, hiring and...
TRANSCRIPT
HRrsquos Role in Achieving the
Business Strategy
through Organizational Capability Hiring and
Onboarding
I ride horses and would rather be in the barn than shopping
Cindy Beresh-Bryant
President - HR Solutions
by Design
HRCindytwittercom
Hello
Culture eats strategy for lunch
~ Peter Drucker
ldquoldquo
1 The Impact of OC on
Business Strategy
Leadership
Articulating an inspiring vision
and setting the direction of the
organization
Strategy
The mission amp vision
Conducting a SWOT analysis
developing a business strategy
with action plans amp objectives
OC
How Things Get Done
Around Here
3 Leadership Elements for Success
OC as a Competitive Advantage
OC as a Competitive Advantage
OC as a Competitive Advantage
Actions
Mission
Purpose
ldquoFitrdquo
Same guidelines
work amp home
Vision
Core Values
Organizational
CultureValue on employee =
value on customers
Valued as a personResults are a bi-
product of OC Employee Needs
2 Synergizing OC the
Biz Strategy and HR
Who We Are Our Purpose amp Our Strategy
Your OC Roadmap
Evaluate Your
Current OC
List Your Stated Core
Values
1 __________________
2 __________________
3 __________________
1Define the philosophies
behind those values
(how do you expect
employees to behave to
ldquoliverdquo those values)
1 __________________
2 __________________
2Identify the
actionsbehaviors
traitscharacteristics
that get people
hiredfiredrewarded
1 __________________
2 __________________
3 __________________
3
Clarify Strategic
Priorities amp Goals
Ideally 3-5 business
prioritiesgoals expected
to be achieved in the
next 1-3 years
6Explain your
Organizationrsquos Purpose
Mission amp Vision
Purpose is NOT profit
This should answer the
question ldquowhat
difference does my
organization make
5 Do the actions noted in
block 3 support your
espoused values
Are the things you say
you value the things
that get rewarded
Yes No
4
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Your OC Roadmap
Maintain a
management system
for your OC
Include values
philosophies and
action reviews in
meetings
11
List important values
that arenrsquot supported by
your organizationrsquos
current actions
(policies procedures
programs etc)
1 __________________
2 __________________
7Identify obstacles
keeping your
organization from
living your stated
values amp philosophies
1 _________________
2 _________________
8
Clarify amp track key
measures
Whatrsquos a highly visible
unifying metric
1 __________________
2 __________________
10
Engage the team to
establish the
philosophies needed to
support those values
1 __________________
2 __________________
3 __________________
9
Live your OC by
building your HR
infrastructure around
your values amp
philosophies
Conduct periodic OC
assessments
12
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Understanding Your Organizationrsquos Business Strategy
The business strategy is
concerned with major
resource issues eg raising
the finance to build a new
plant deciding on what
products to allocate major
resources to - for example
when Coca-Cola launched
Pooh Roo Juice in UK
Understanding Your Organizationrsquos Business Strategy
Strategies are concerned with
the scope of a business
activities ie what and where
they produce For example
BICs scope is focused on
three main product areas -
lighters pens and razors and
they have developed
superfactories in key
geographical locations to
produce these items
Your OCBiz Strategic ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
cindyhrsolutionsbydesigncom
Building an HR Strategy to Support Achievement of the Business Strategy
HR strategy means a
system of human resource
practices for a particular
job or collection of jobs
aimed at the best
employee performance
possible to meet the firmrsquos
ultimate goals
HR strategy emphasizes
the system of HR
practices because it is the
broad array of practices
that matter in terms of
employee performancemdash
not individual tests
recruiting or interview
techniques for example
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
I ride horses and would rather be in the barn than shopping
Cindy Beresh-Bryant
President - HR Solutions
by Design
HRCindytwittercom
Hello
Culture eats strategy for lunch
~ Peter Drucker
ldquoldquo
1 The Impact of OC on
Business Strategy
Leadership
Articulating an inspiring vision
and setting the direction of the
organization
Strategy
The mission amp vision
Conducting a SWOT analysis
developing a business strategy
with action plans amp objectives
OC
How Things Get Done
Around Here
3 Leadership Elements for Success
OC as a Competitive Advantage
OC as a Competitive Advantage
OC as a Competitive Advantage
Actions
Mission
Purpose
ldquoFitrdquo
Same guidelines
work amp home
Vision
Core Values
Organizational
CultureValue on employee =
value on customers
Valued as a personResults are a bi-
product of OC Employee Needs
2 Synergizing OC the
Biz Strategy and HR
Who We Are Our Purpose amp Our Strategy
Your OC Roadmap
Evaluate Your
Current OC
List Your Stated Core
Values
1 __________________
2 __________________
3 __________________
1Define the philosophies
behind those values
(how do you expect
employees to behave to
ldquoliverdquo those values)
1 __________________
2 __________________
2Identify the
actionsbehaviors
traitscharacteristics
that get people
hiredfiredrewarded
1 __________________
2 __________________
3 __________________
3
Clarify Strategic
Priorities amp Goals
Ideally 3-5 business
prioritiesgoals expected
to be achieved in the
next 1-3 years
6Explain your
Organizationrsquos Purpose
Mission amp Vision
Purpose is NOT profit
This should answer the
question ldquowhat
difference does my
organization make
5 Do the actions noted in
block 3 support your
espoused values
Are the things you say
you value the things
that get rewarded
Yes No
4
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Your OC Roadmap
Maintain a
management system
for your OC
Include values
philosophies and
action reviews in
meetings
11
List important values
that arenrsquot supported by
your organizationrsquos
current actions
(policies procedures
programs etc)
1 __________________
2 __________________
7Identify obstacles
keeping your
organization from
living your stated
values amp philosophies
1 _________________
2 _________________
8
Clarify amp track key
measures
Whatrsquos a highly visible
unifying metric
1 __________________
2 __________________
10
Engage the team to
establish the
philosophies needed to
support those values
1 __________________
2 __________________
3 __________________
9
Live your OC by
building your HR
infrastructure around
your values amp
philosophies
Conduct periodic OC
assessments
12
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Understanding Your Organizationrsquos Business Strategy
The business strategy is
concerned with major
resource issues eg raising
the finance to build a new
plant deciding on what
products to allocate major
resources to - for example
when Coca-Cola launched
Pooh Roo Juice in UK
Understanding Your Organizationrsquos Business Strategy
Strategies are concerned with
the scope of a business
activities ie what and where
they produce For example
BICs scope is focused on
three main product areas -
lighters pens and razors and
they have developed
superfactories in key
geographical locations to
produce these items
Your OCBiz Strategic ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
cindyhrsolutionsbydesigncom
Building an HR Strategy to Support Achievement of the Business Strategy
HR strategy means a
system of human resource
practices for a particular
job or collection of jobs
aimed at the best
employee performance
possible to meet the firmrsquos
ultimate goals
HR strategy emphasizes
the system of HR
practices because it is the
broad array of practices
that matter in terms of
employee performancemdash
not individual tests
recruiting or interview
techniques for example
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Culture eats strategy for lunch
~ Peter Drucker
ldquoldquo
1 The Impact of OC on
Business Strategy
Leadership
Articulating an inspiring vision
and setting the direction of the
organization
Strategy
The mission amp vision
Conducting a SWOT analysis
developing a business strategy
with action plans amp objectives
OC
How Things Get Done
Around Here
3 Leadership Elements for Success
OC as a Competitive Advantage
OC as a Competitive Advantage
OC as a Competitive Advantage
Actions
Mission
Purpose
ldquoFitrdquo
Same guidelines
work amp home
Vision
Core Values
Organizational
CultureValue on employee =
value on customers
Valued as a personResults are a bi-
product of OC Employee Needs
2 Synergizing OC the
Biz Strategy and HR
Who We Are Our Purpose amp Our Strategy
Your OC Roadmap
Evaluate Your
Current OC
List Your Stated Core
Values
1 __________________
2 __________________
3 __________________
1Define the philosophies
behind those values
(how do you expect
employees to behave to
ldquoliverdquo those values)
1 __________________
2 __________________
2Identify the
actionsbehaviors
traitscharacteristics
that get people
hiredfiredrewarded
1 __________________
2 __________________
3 __________________
3
Clarify Strategic
Priorities amp Goals
Ideally 3-5 business
prioritiesgoals expected
to be achieved in the
next 1-3 years
6Explain your
Organizationrsquos Purpose
Mission amp Vision
Purpose is NOT profit
This should answer the
question ldquowhat
difference does my
organization make
5 Do the actions noted in
block 3 support your
espoused values
Are the things you say
you value the things
that get rewarded
Yes No
4
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Your OC Roadmap
Maintain a
management system
for your OC
Include values
philosophies and
action reviews in
meetings
11
List important values
that arenrsquot supported by
your organizationrsquos
current actions
(policies procedures
programs etc)
1 __________________
2 __________________
7Identify obstacles
keeping your
organization from
living your stated
values amp philosophies
1 _________________
2 _________________
8
Clarify amp track key
measures
Whatrsquos a highly visible
unifying metric
1 __________________
2 __________________
10
Engage the team to
establish the
philosophies needed to
support those values
1 __________________
2 __________________
3 __________________
9
Live your OC by
building your HR
infrastructure around
your values amp
philosophies
Conduct periodic OC
assessments
12
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Understanding Your Organizationrsquos Business Strategy
The business strategy is
concerned with major
resource issues eg raising
the finance to build a new
plant deciding on what
products to allocate major
resources to - for example
when Coca-Cola launched
Pooh Roo Juice in UK
Understanding Your Organizationrsquos Business Strategy
Strategies are concerned with
the scope of a business
activities ie what and where
they produce For example
BICs scope is focused on
three main product areas -
lighters pens and razors and
they have developed
superfactories in key
geographical locations to
produce these items
Your OCBiz Strategic ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
cindyhrsolutionsbydesigncom
Building an HR Strategy to Support Achievement of the Business Strategy
HR strategy means a
system of human resource
practices for a particular
job or collection of jobs
aimed at the best
employee performance
possible to meet the firmrsquos
ultimate goals
HR strategy emphasizes
the system of HR
practices because it is the
broad array of practices
that matter in terms of
employee performancemdash
not individual tests
recruiting or interview
techniques for example
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
1 The Impact of OC on
Business Strategy
Leadership
Articulating an inspiring vision
and setting the direction of the
organization
Strategy
The mission amp vision
Conducting a SWOT analysis
developing a business strategy
with action plans amp objectives
OC
How Things Get Done
Around Here
3 Leadership Elements for Success
OC as a Competitive Advantage
OC as a Competitive Advantage
OC as a Competitive Advantage
Actions
Mission
Purpose
ldquoFitrdquo
Same guidelines
work amp home
Vision
Core Values
Organizational
CultureValue on employee =
value on customers
Valued as a personResults are a bi-
product of OC Employee Needs
2 Synergizing OC the
Biz Strategy and HR
Who We Are Our Purpose amp Our Strategy
Your OC Roadmap
Evaluate Your
Current OC
List Your Stated Core
Values
1 __________________
2 __________________
3 __________________
1Define the philosophies
behind those values
(how do you expect
employees to behave to
ldquoliverdquo those values)
1 __________________
2 __________________
2Identify the
actionsbehaviors
traitscharacteristics
that get people
hiredfiredrewarded
1 __________________
2 __________________
3 __________________
3
Clarify Strategic
Priorities amp Goals
Ideally 3-5 business
prioritiesgoals expected
to be achieved in the
next 1-3 years
6Explain your
Organizationrsquos Purpose
Mission amp Vision
Purpose is NOT profit
This should answer the
question ldquowhat
difference does my
organization make
5 Do the actions noted in
block 3 support your
espoused values
Are the things you say
you value the things
that get rewarded
Yes No
4
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Your OC Roadmap
Maintain a
management system
for your OC
Include values
philosophies and
action reviews in
meetings
11
List important values
that arenrsquot supported by
your organizationrsquos
current actions
(policies procedures
programs etc)
1 __________________
2 __________________
7Identify obstacles
keeping your
organization from
living your stated
values amp philosophies
1 _________________
2 _________________
8
Clarify amp track key
measures
Whatrsquos a highly visible
unifying metric
1 __________________
2 __________________
10
Engage the team to
establish the
philosophies needed to
support those values
1 __________________
2 __________________
3 __________________
9
Live your OC by
building your HR
infrastructure around
your values amp
philosophies
Conduct periodic OC
assessments
12
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Understanding Your Organizationrsquos Business Strategy
The business strategy is
concerned with major
resource issues eg raising
the finance to build a new
plant deciding on what
products to allocate major
resources to - for example
when Coca-Cola launched
Pooh Roo Juice in UK
Understanding Your Organizationrsquos Business Strategy
Strategies are concerned with
the scope of a business
activities ie what and where
they produce For example
BICs scope is focused on
three main product areas -
lighters pens and razors and
they have developed
superfactories in key
geographical locations to
produce these items
Your OCBiz Strategic ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
cindyhrsolutionsbydesigncom
Building an HR Strategy to Support Achievement of the Business Strategy
HR strategy means a
system of human resource
practices for a particular
job or collection of jobs
aimed at the best
employee performance
possible to meet the firmrsquos
ultimate goals
HR strategy emphasizes
the system of HR
practices because it is the
broad array of practices
that matter in terms of
employee performancemdash
not individual tests
recruiting or interview
techniques for example
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Leadership
Articulating an inspiring vision
and setting the direction of the
organization
Strategy
The mission amp vision
Conducting a SWOT analysis
developing a business strategy
with action plans amp objectives
OC
How Things Get Done
Around Here
3 Leadership Elements for Success
OC as a Competitive Advantage
OC as a Competitive Advantage
OC as a Competitive Advantage
Actions
Mission
Purpose
ldquoFitrdquo
Same guidelines
work amp home
Vision
Core Values
Organizational
CultureValue on employee =
value on customers
Valued as a personResults are a bi-
product of OC Employee Needs
2 Synergizing OC the
Biz Strategy and HR
Who We Are Our Purpose amp Our Strategy
Your OC Roadmap
Evaluate Your
Current OC
List Your Stated Core
Values
1 __________________
2 __________________
3 __________________
1Define the philosophies
behind those values
(how do you expect
employees to behave to
ldquoliverdquo those values)
1 __________________
2 __________________
2Identify the
actionsbehaviors
traitscharacteristics
that get people
hiredfiredrewarded
1 __________________
2 __________________
3 __________________
3
Clarify Strategic
Priorities amp Goals
Ideally 3-5 business
prioritiesgoals expected
to be achieved in the
next 1-3 years
6Explain your
Organizationrsquos Purpose
Mission amp Vision
Purpose is NOT profit
This should answer the
question ldquowhat
difference does my
organization make
5 Do the actions noted in
block 3 support your
espoused values
Are the things you say
you value the things
that get rewarded
Yes No
4
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Your OC Roadmap
Maintain a
management system
for your OC
Include values
philosophies and
action reviews in
meetings
11
List important values
that arenrsquot supported by
your organizationrsquos
current actions
(policies procedures
programs etc)
1 __________________
2 __________________
7Identify obstacles
keeping your
organization from
living your stated
values amp philosophies
1 _________________
2 _________________
8
Clarify amp track key
measures
Whatrsquos a highly visible
unifying metric
1 __________________
2 __________________
10
Engage the team to
establish the
philosophies needed to
support those values
1 __________________
2 __________________
3 __________________
9
Live your OC by
building your HR
infrastructure around
your values amp
philosophies
Conduct periodic OC
assessments
12
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Understanding Your Organizationrsquos Business Strategy
The business strategy is
concerned with major
resource issues eg raising
the finance to build a new
plant deciding on what
products to allocate major
resources to - for example
when Coca-Cola launched
Pooh Roo Juice in UK
Understanding Your Organizationrsquos Business Strategy
Strategies are concerned with
the scope of a business
activities ie what and where
they produce For example
BICs scope is focused on
three main product areas -
lighters pens and razors and
they have developed
superfactories in key
geographical locations to
produce these items
Your OCBiz Strategic ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
cindyhrsolutionsbydesigncom
Building an HR Strategy to Support Achievement of the Business Strategy
HR strategy means a
system of human resource
practices for a particular
job or collection of jobs
aimed at the best
employee performance
possible to meet the firmrsquos
ultimate goals
HR strategy emphasizes
the system of HR
practices because it is the
broad array of practices
that matter in terms of
employee performancemdash
not individual tests
recruiting or interview
techniques for example
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
OC as a Competitive Advantage
OC as a Competitive Advantage
OC as a Competitive Advantage
Actions
Mission
Purpose
ldquoFitrdquo
Same guidelines
work amp home
Vision
Core Values
Organizational
CultureValue on employee =
value on customers
Valued as a personResults are a bi-
product of OC Employee Needs
2 Synergizing OC the
Biz Strategy and HR
Who We Are Our Purpose amp Our Strategy
Your OC Roadmap
Evaluate Your
Current OC
List Your Stated Core
Values
1 __________________
2 __________________
3 __________________
1Define the philosophies
behind those values
(how do you expect
employees to behave to
ldquoliverdquo those values)
1 __________________
2 __________________
2Identify the
actionsbehaviors
traitscharacteristics
that get people
hiredfiredrewarded
1 __________________
2 __________________
3 __________________
3
Clarify Strategic
Priorities amp Goals
Ideally 3-5 business
prioritiesgoals expected
to be achieved in the
next 1-3 years
6Explain your
Organizationrsquos Purpose
Mission amp Vision
Purpose is NOT profit
This should answer the
question ldquowhat
difference does my
organization make
5 Do the actions noted in
block 3 support your
espoused values
Are the things you say
you value the things
that get rewarded
Yes No
4
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Your OC Roadmap
Maintain a
management system
for your OC
Include values
philosophies and
action reviews in
meetings
11
List important values
that arenrsquot supported by
your organizationrsquos
current actions
(policies procedures
programs etc)
1 __________________
2 __________________
7Identify obstacles
keeping your
organization from
living your stated
values amp philosophies
1 _________________
2 _________________
8
Clarify amp track key
measures
Whatrsquos a highly visible
unifying metric
1 __________________
2 __________________
10
Engage the team to
establish the
philosophies needed to
support those values
1 __________________
2 __________________
3 __________________
9
Live your OC by
building your HR
infrastructure around
your values amp
philosophies
Conduct periodic OC
assessments
12
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Understanding Your Organizationrsquos Business Strategy
The business strategy is
concerned with major
resource issues eg raising
the finance to build a new
plant deciding on what
products to allocate major
resources to - for example
when Coca-Cola launched
Pooh Roo Juice in UK
Understanding Your Organizationrsquos Business Strategy
Strategies are concerned with
the scope of a business
activities ie what and where
they produce For example
BICs scope is focused on
three main product areas -
lighters pens and razors and
they have developed
superfactories in key
geographical locations to
produce these items
Your OCBiz Strategic ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
cindyhrsolutionsbydesigncom
Building an HR Strategy to Support Achievement of the Business Strategy
HR strategy means a
system of human resource
practices for a particular
job or collection of jobs
aimed at the best
employee performance
possible to meet the firmrsquos
ultimate goals
HR strategy emphasizes
the system of HR
practices because it is the
broad array of practices
that matter in terms of
employee performancemdash
not individual tests
recruiting or interview
techniques for example
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
OC as a Competitive Advantage
OC as a Competitive Advantage
Actions
Mission
Purpose
ldquoFitrdquo
Same guidelines
work amp home
Vision
Core Values
Organizational
CultureValue on employee =
value on customers
Valued as a personResults are a bi-
product of OC Employee Needs
2 Synergizing OC the
Biz Strategy and HR
Who We Are Our Purpose amp Our Strategy
Your OC Roadmap
Evaluate Your
Current OC
List Your Stated Core
Values
1 __________________
2 __________________
3 __________________
1Define the philosophies
behind those values
(how do you expect
employees to behave to
ldquoliverdquo those values)
1 __________________
2 __________________
2Identify the
actionsbehaviors
traitscharacteristics
that get people
hiredfiredrewarded
1 __________________
2 __________________
3 __________________
3
Clarify Strategic
Priorities amp Goals
Ideally 3-5 business
prioritiesgoals expected
to be achieved in the
next 1-3 years
6Explain your
Organizationrsquos Purpose
Mission amp Vision
Purpose is NOT profit
This should answer the
question ldquowhat
difference does my
organization make
5 Do the actions noted in
block 3 support your
espoused values
Are the things you say
you value the things
that get rewarded
Yes No
4
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Your OC Roadmap
Maintain a
management system
for your OC
Include values
philosophies and
action reviews in
meetings
11
List important values
that arenrsquot supported by
your organizationrsquos
current actions
(policies procedures
programs etc)
1 __________________
2 __________________
7Identify obstacles
keeping your
organization from
living your stated
values amp philosophies
1 _________________
2 _________________
8
Clarify amp track key
measures
Whatrsquos a highly visible
unifying metric
1 __________________
2 __________________
10
Engage the team to
establish the
philosophies needed to
support those values
1 __________________
2 __________________
3 __________________
9
Live your OC by
building your HR
infrastructure around
your values amp
philosophies
Conduct periodic OC
assessments
12
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Understanding Your Organizationrsquos Business Strategy
The business strategy is
concerned with major
resource issues eg raising
the finance to build a new
plant deciding on what
products to allocate major
resources to - for example
when Coca-Cola launched
Pooh Roo Juice in UK
Understanding Your Organizationrsquos Business Strategy
Strategies are concerned with
the scope of a business
activities ie what and where
they produce For example
BICs scope is focused on
three main product areas -
lighters pens and razors and
they have developed
superfactories in key
geographical locations to
produce these items
Your OCBiz Strategic ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
cindyhrsolutionsbydesigncom
Building an HR Strategy to Support Achievement of the Business Strategy
HR strategy means a
system of human resource
practices for a particular
job or collection of jobs
aimed at the best
employee performance
possible to meet the firmrsquos
ultimate goals
HR strategy emphasizes
the system of HR
practices because it is the
broad array of practices
that matter in terms of
employee performancemdash
not individual tests
recruiting or interview
techniques for example
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
OC as a Competitive Advantage
Actions
Mission
Purpose
ldquoFitrdquo
Same guidelines
work amp home
Vision
Core Values
Organizational
CultureValue on employee =
value on customers
Valued as a personResults are a bi-
product of OC Employee Needs
2 Synergizing OC the
Biz Strategy and HR
Who We Are Our Purpose amp Our Strategy
Your OC Roadmap
Evaluate Your
Current OC
List Your Stated Core
Values
1 __________________
2 __________________
3 __________________
1Define the philosophies
behind those values
(how do you expect
employees to behave to
ldquoliverdquo those values)
1 __________________
2 __________________
2Identify the
actionsbehaviors
traitscharacteristics
that get people
hiredfiredrewarded
1 __________________
2 __________________
3 __________________
3
Clarify Strategic
Priorities amp Goals
Ideally 3-5 business
prioritiesgoals expected
to be achieved in the
next 1-3 years
6Explain your
Organizationrsquos Purpose
Mission amp Vision
Purpose is NOT profit
This should answer the
question ldquowhat
difference does my
organization make
5 Do the actions noted in
block 3 support your
espoused values
Are the things you say
you value the things
that get rewarded
Yes No
4
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Your OC Roadmap
Maintain a
management system
for your OC
Include values
philosophies and
action reviews in
meetings
11
List important values
that arenrsquot supported by
your organizationrsquos
current actions
(policies procedures
programs etc)
1 __________________
2 __________________
7Identify obstacles
keeping your
organization from
living your stated
values amp philosophies
1 _________________
2 _________________
8
Clarify amp track key
measures
Whatrsquos a highly visible
unifying metric
1 __________________
2 __________________
10
Engage the team to
establish the
philosophies needed to
support those values
1 __________________
2 __________________
3 __________________
9
Live your OC by
building your HR
infrastructure around
your values amp
philosophies
Conduct periodic OC
assessments
12
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Understanding Your Organizationrsquos Business Strategy
The business strategy is
concerned with major
resource issues eg raising
the finance to build a new
plant deciding on what
products to allocate major
resources to - for example
when Coca-Cola launched
Pooh Roo Juice in UK
Understanding Your Organizationrsquos Business Strategy
Strategies are concerned with
the scope of a business
activities ie what and where
they produce For example
BICs scope is focused on
three main product areas -
lighters pens and razors and
they have developed
superfactories in key
geographical locations to
produce these items
Your OCBiz Strategic ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
cindyhrsolutionsbydesigncom
Building an HR Strategy to Support Achievement of the Business Strategy
HR strategy means a
system of human resource
practices for a particular
job or collection of jobs
aimed at the best
employee performance
possible to meet the firmrsquos
ultimate goals
HR strategy emphasizes
the system of HR
practices because it is the
broad array of practices
that matter in terms of
employee performancemdash
not individual tests
recruiting or interview
techniques for example
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
2 Synergizing OC the
Biz Strategy and HR
Who We Are Our Purpose amp Our Strategy
Your OC Roadmap
Evaluate Your
Current OC
List Your Stated Core
Values
1 __________________
2 __________________
3 __________________
1Define the philosophies
behind those values
(how do you expect
employees to behave to
ldquoliverdquo those values)
1 __________________
2 __________________
2Identify the
actionsbehaviors
traitscharacteristics
that get people
hiredfiredrewarded
1 __________________
2 __________________
3 __________________
3
Clarify Strategic
Priorities amp Goals
Ideally 3-5 business
prioritiesgoals expected
to be achieved in the
next 1-3 years
6Explain your
Organizationrsquos Purpose
Mission amp Vision
Purpose is NOT profit
This should answer the
question ldquowhat
difference does my
organization make
5 Do the actions noted in
block 3 support your
espoused values
Are the things you say
you value the things
that get rewarded
Yes No
4
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Your OC Roadmap
Maintain a
management system
for your OC
Include values
philosophies and
action reviews in
meetings
11
List important values
that arenrsquot supported by
your organizationrsquos
current actions
(policies procedures
programs etc)
1 __________________
2 __________________
7Identify obstacles
keeping your
organization from
living your stated
values amp philosophies
1 _________________
2 _________________
8
Clarify amp track key
measures
Whatrsquos a highly visible
unifying metric
1 __________________
2 __________________
10
Engage the team to
establish the
philosophies needed to
support those values
1 __________________
2 __________________
3 __________________
9
Live your OC by
building your HR
infrastructure around
your values amp
philosophies
Conduct periodic OC
assessments
12
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Understanding Your Organizationrsquos Business Strategy
The business strategy is
concerned with major
resource issues eg raising
the finance to build a new
plant deciding on what
products to allocate major
resources to - for example
when Coca-Cola launched
Pooh Roo Juice in UK
Understanding Your Organizationrsquos Business Strategy
Strategies are concerned with
the scope of a business
activities ie what and where
they produce For example
BICs scope is focused on
three main product areas -
lighters pens and razors and
they have developed
superfactories in key
geographical locations to
produce these items
Your OCBiz Strategic ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
cindyhrsolutionsbydesigncom
Building an HR Strategy to Support Achievement of the Business Strategy
HR strategy means a
system of human resource
practices for a particular
job or collection of jobs
aimed at the best
employee performance
possible to meet the firmrsquos
ultimate goals
HR strategy emphasizes
the system of HR
practices because it is the
broad array of practices
that matter in terms of
employee performancemdash
not individual tests
recruiting or interview
techniques for example
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Who We Are Our Purpose amp Our Strategy
Your OC Roadmap
Evaluate Your
Current OC
List Your Stated Core
Values
1 __________________
2 __________________
3 __________________
1Define the philosophies
behind those values
(how do you expect
employees to behave to
ldquoliverdquo those values)
1 __________________
2 __________________
2Identify the
actionsbehaviors
traitscharacteristics
that get people
hiredfiredrewarded
1 __________________
2 __________________
3 __________________
3
Clarify Strategic
Priorities amp Goals
Ideally 3-5 business
prioritiesgoals expected
to be achieved in the
next 1-3 years
6Explain your
Organizationrsquos Purpose
Mission amp Vision
Purpose is NOT profit
This should answer the
question ldquowhat
difference does my
organization make
5 Do the actions noted in
block 3 support your
espoused values
Are the things you say
you value the things
that get rewarded
Yes No
4
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Your OC Roadmap
Maintain a
management system
for your OC
Include values
philosophies and
action reviews in
meetings
11
List important values
that arenrsquot supported by
your organizationrsquos
current actions
(policies procedures
programs etc)
1 __________________
2 __________________
7Identify obstacles
keeping your
organization from
living your stated
values amp philosophies
1 _________________
2 _________________
8
Clarify amp track key
measures
Whatrsquos a highly visible
unifying metric
1 __________________
2 __________________
10
Engage the team to
establish the
philosophies needed to
support those values
1 __________________
2 __________________
3 __________________
9
Live your OC by
building your HR
infrastructure around
your values amp
philosophies
Conduct periodic OC
assessments
12
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Understanding Your Organizationrsquos Business Strategy
The business strategy is
concerned with major
resource issues eg raising
the finance to build a new
plant deciding on what
products to allocate major
resources to - for example
when Coca-Cola launched
Pooh Roo Juice in UK
Understanding Your Organizationrsquos Business Strategy
Strategies are concerned with
the scope of a business
activities ie what and where
they produce For example
BICs scope is focused on
three main product areas -
lighters pens and razors and
they have developed
superfactories in key
geographical locations to
produce these items
Your OCBiz Strategic ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
cindyhrsolutionsbydesigncom
Building an HR Strategy to Support Achievement of the Business Strategy
HR strategy means a
system of human resource
practices for a particular
job or collection of jobs
aimed at the best
employee performance
possible to meet the firmrsquos
ultimate goals
HR strategy emphasizes
the system of HR
practices because it is the
broad array of practices
that matter in terms of
employee performancemdash
not individual tests
recruiting or interview
techniques for example
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Your OC Roadmap
Evaluate Your
Current OC
List Your Stated Core
Values
1 __________________
2 __________________
3 __________________
1Define the philosophies
behind those values
(how do you expect
employees to behave to
ldquoliverdquo those values)
1 __________________
2 __________________
2Identify the
actionsbehaviors
traitscharacteristics
that get people
hiredfiredrewarded
1 __________________
2 __________________
3 __________________
3
Clarify Strategic
Priorities amp Goals
Ideally 3-5 business
prioritiesgoals expected
to be achieved in the
next 1-3 years
6Explain your
Organizationrsquos Purpose
Mission amp Vision
Purpose is NOT profit
This should answer the
question ldquowhat
difference does my
organization make
5 Do the actions noted in
block 3 support your
espoused values
Are the things you say
you value the things
that get rewarded
Yes No
4
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Your OC Roadmap
Maintain a
management system
for your OC
Include values
philosophies and
action reviews in
meetings
11
List important values
that arenrsquot supported by
your organizationrsquos
current actions
(policies procedures
programs etc)
1 __________________
2 __________________
7Identify obstacles
keeping your
organization from
living your stated
values amp philosophies
1 _________________
2 _________________
8
Clarify amp track key
measures
Whatrsquos a highly visible
unifying metric
1 __________________
2 __________________
10
Engage the team to
establish the
philosophies needed to
support those values
1 __________________
2 __________________
3 __________________
9
Live your OC by
building your HR
infrastructure around
your values amp
philosophies
Conduct periodic OC
assessments
12
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Understanding Your Organizationrsquos Business Strategy
The business strategy is
concerned with major
resource issues eg raising
the finance to build a new
plant deciding on what
products to allocate major
resources to - for example
when Coca-Cola launched
Pooh Roo Juice in UK
Understanding Your Organizationrsquos Business Strategy
Strategies are concerned with
the scope of a business
activities ie what and where
they produce For example
BICs scope is focused on
three main product areas -
lighters pens and razors and
they have developed
superfactories in key
geographical locations to
produce these items
Your OCBiz Strategic ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
cindyhrsolutionsbydesigncom
Building an HR Strategy to Support Achievement of the Business Strategy
HR strategy means a
system of human resource
practices for a particular
job or collection of jobs
aimed at the best
employee performance
possible to meet the firmrsquos
ultimate goals
HR strategy emphasizes
the system of HR
practices because it is the
broad array of practices
that matter in terms of
employee performancemdash
not individual tests
recruiting or interview
techniques for example
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Your OC Roadmap
Maintain a
management system
for your OC
Include values
philosophies and
action reviews in
meetings
11
List important values
that arenrsquot supported by
your organizationrsquos
current actions
(policies procedures
programs etc)
1 __________________
2 __________________
7Identify obstacles
keeping your
organization from
living your stated
values amp philosophies
1 _________________
2 _________________
8
Clarify amp track key
measures
Whatrsquos a highly visible
unifying metric
1 __________________
2 __________________
10
Engage the team to
establish the
philosophies needed to
support those values
1 __________________
2 __________________
3 __________________
9
Live your OC by
building your HR
infrastructure around
your values amp
philosophies
Conduct periodic OC
assessments
12
Current Stateeffective
ineffective
cindyhrsolutionsbydesigncom
Understanding Your Organizationrsquos Business Strategy
The business strategy is
concerned with major
resource issues eg raising
the finance to build a new
plant deciding on what
products to allocate major
resources to - for example
when Coca-Cola launched
Pooh Roo Juice in UK
Understanding Your Organizationrsquos Business Strategy
Strategies are concerned with
the scope of a business
activities ie what and where
they produce For example
BICs scope is focused on
three main product areas -
lighters pens and razors and
they have developed
superfactories in key
geographical locations to
produce these items
Your OCBiz Strategic ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
cindyhrsolutionsbydesigncom
Building an HR Strategy to Support Achievement of the Business Strategy
HR strategy means a
system of human resource
practices for a particular
job or collection of jobs
aimed at the best
employee performance
possible to meet the firmrsquos
ultimate goals
HR strategy emphasizes
the system of HR
practices because it is the
broad array of practices
that matter in terms of
employee performancemdash
not individual tests
recruiting or interview
techniques for example
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Understanding Your Organizationrsquos Business Strategy
The business strategy is
concerned with major
resource issues eg raising
the finance to build a new
plant deciding on what
products to allocate major
resources to - for example
when Coca-Cola launched
Pooh Roo Juice in UK
Understanding Your Organizationrsquos Business Strategy
Strategies are concerned with
the scope of a business
activities ie what and where
they produce For example
BICs scope is focused on
three main product areas -
lighters pens and razors and
they have developed
superfactories in key
geographical locations to
produce these items
Your OCBiz Strategic ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
cindyhrsolutionsbydesigncom
Building an HR Strategy to Support Achievement of the Business Strategy
HR strategy means a
system of human resource
practices for a particular
job or collection of jobs
aimed at the best
employee performance
possible to meet the firmrsquos
ultimate goals
HR strategy emphasizes
the system of HR
practices because it is the
broad array of practices
that matter in terms of
employee performancemdash
not individual tests
recruiting or interview
techniques for example
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Understanding Your Organizationrsquos Business Strategy
Strategies are concerned with
the scope of a business
activities ie what and where
they produce For example
BICs scope is focused on
three main product areas -
lighters pens and razors and
they have developed
superfactories in key
geographical locations to
produce these items
Your OCBiz Strategic ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
cindyhrsolutionsbydesigncom
Building an HR Strategy to Support Achievement of the Business Strategy
HR strategy means a
system of human resource
practices for a particular
job or collection of jobs
aimed at the best
employee performance
possible to meet the firmrsquos
ultimate goals
HR strategy emphasizes
the system of HR
practices because it is the
broad array of practices
that matter in terms of
employee performancemdash
not individual tests
recruiting or interview
techniques for example
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Your OCBiz Strategic ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
cindyhrsolutionsbydesigncom
Building an HR Strategy to Support Achievement of the Business Strategy
HR strategy means a
system of human resource
practices for a particular
job or collection of jobs
aimed at the best
employee performance
possible to meet the firmrsquos
ultimate goals
HR strategy emphasizes
the system of HR
practices because it is the
broad array of practices
that matter in terms of
employee performancemdash
not individual tests
recruiting or interview
techniques for example
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Building an HR Strategy to Support Achievement of the Business Strategy
HR strategy means a
system of human resource
practices for a particular
job or collection of jobs
aimed at the best
employee performance
possible to meet the firmrsquos
ultimate goals
HR strategy emphasizes
the system of HR
practices because it is the
broad array of practices
that matter in terms of
employee performancemdash
not individual tests
recruiting or interview
techniques for example
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Building an HR Strategy to Support Achievement of the Business Strategy
Source SHRM Foundation Effective Practice Guidelines series
HR Strategy
Biz Strategy
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
cindyhrsolutionsbydesigncom
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Your OCBiz ScorecardDesired Business Results
(Tangible Results ndash often expressed in terms of time and money)
Actions
(Specific tangible observable actions that
are indicative of our OC)
ObstaclesBlockers(What may be getting in the way ndashFormal or informal rules habits incentives procedures routines
etc)
cindyhrsolutionsbydesigncom
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
3 Using OC and HR as a
Competitive Advantage
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
What CEOs want from Strategic HR Leaders
1 Match talent resources
with company strategy
2 Help attract best and
brightest
3 Deliver excellence in
onboarding process
4 Focus on employee
engagement
Source Entrepreneur Magazine ndash
January 2016
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
What CEOrsquos Want HRrsquos Opportunity to be a Strategic Partner
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Why they Want it OC = Engagement = Business Results
Towers Watson ndash Perspectives 2012
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Why they want it OC = Engagement = Business Results
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
How they get it HRrsquos Opportunity to be a Strategic Partner
315
685
Employee Engagement
Engaged Not EngagedDeloitte University Press
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
How they get it HRrsquos Opportunity to be a Strategic PartnerHR Strategy Policies amp Programs Workforce Analysis Planning amp Metrics
Workforce Planning
Metrics
Goals
Actions amp Behaviors
Competencies
Talent Management
Total Compensation
Performance Management
EmployeeLabor Relations
Learning Plan
Career Paths
Career Development
Position Management
Talent Acquisition
On-Boarding
Acquire
Develop
Sustain
Org
aniz
ational C
ultu
re
Org
aniz
atio
nal C
ultu
re
Attract
Sustain
Engage
Off Boarding Retirement Pensions
Separation
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Building Organizational CapabilityA systematic approach to ensure the transfer of critical institution
knowledge and the availability of effective inspiring leaders for the
future
bull Build a pipeline
bull Develop successors
bull Identify top talent and potential positions
bull Concentrate resources on development
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Building Organizational Capability
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Linking Strategic Succession amp Workforce Planning
bull Reiterate desired OC
bull Communicate strategic
direction
bull Develop a business case to
dedicate resources to the
process
bull Gain senior leadership buy-in
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Gaps Targets and Talent
bull Prioritize resources needed
to build the talent pool
bull Identify number of leaders
needed in the future
bull Review desired OC
bull Identify core competencies
required
bull Identify KSAs needed
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Gaps Targets and Talent
bull Mission critical
leadershipmid-level
positions
bull Future talent needs
bull ldquoRealrdquo continuity needs
bull Business plan based on
needs
bull Assess current policies
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Develop the Succession Plan
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Talent Acquisition amp Retention - Normal
Today many HR
practitioners hire based on
candidatesrsquo knowledge
skills and abilities
education and experience
Buthellip when employees are
separated it is MOST often
due to an OC miss-fit
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Taking a Strategic Approach ndash Letrsquos be Abnormal
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Hiring for OC
2 Step Hiring Process
1 Skills Interview ndash Do they have the
expertise you need including KSAs
2 OC Interview ndash Are they a fit for your
organization
Hire for what canrsquot be taught ndash Values
amp Philosophies
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Hiring for OC
Questions for OC
1 CS - What does great customer service mean to you
In your last job how did you know if your customer
was satisfied
2 Innovation - Did you ever have unpopular or minority
view point and if so did you stand up for it What
happened
3 Team - Whatrsquos the biggest challenge you faced
working in a team environment How did you handle
it
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Strategic Onboarding
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
HR needs to ldquoownrdquo the onboarding process to
set the stage for high performance
bull Share company history
bull Share OC
bull Give examples of how the OC is ldquolivedrdquo
everyday
bull Set up meetings with key leaders
bull Create common language and shared
experiences
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Strategic Talent Engagement amp Development
Hire for OC ndash values
and philosophies
attitude approach
behavioral
competences
communication and
leadership style
Co Marketing
amp Branding
Based on the desired OC and strategic
business plan objectives create a talent
engagement amp development plan to
bull Coach leaders
bull Provide feedback
bull Engage other functional leaders
bull Build business acumen
bull Integrate HR processes with a focus
toward achieving the strategic plan
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Our Strategic HR Roadmap
Do you have a well
defined vision for OC as
a competitive
advantage
Yes No
1 If no work with your
leadership team to
identify values and
philosophies for the OC
2 What is the 3-5 year
business strategy for
your organization
1 __________________
2 __________________
3 __________________
3
Is an onboarding
process in place that
emphasizes The OC
Equationtrade as a
competitive advantage to
achieve the strategic
business plan
Yes No
5Does your HR Strategic
Plan have provisions to
use OC as a competitive
advantage to acquire
engage and retain talent
and achieve the strategic
plan
Yes No
4Where do gaps exist
between the business
strategic plan and the HR
strategic plan
1 __________________
2 __________________
3 __________________
6
cindyhrsolutionsbydesigncom
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
1 Identify the effectiveness the 3
leadership elements of success
2 Conduct an OC assessment
3 Identify the OC needed to create
a strategic competitive
advantage
4 Align the HR Strategy with the
desired OC and business
strategy
5 Ensure succession planning
hiring and onboarding processes
are in place to achieve the
business strategic plan
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Cindy Beresh-Bryant SPHR SHRM-SCP RCC
Phone 931-698-9958
Email cindyhrsolutionsbydesigncom
Twitter HRCindy
Blog HRSolutionsbydesignblog
Contact Information
Thank You
Thank You