TATAP MUKA MINGGU KE XIII What You

TATAP MUKA MINGGU KE XIII

What You Will Learn Management Strategic Development l l l Three different types of planning Some things that must be understood before engaging in strategic planning Ten steps to take when doing strategic planning Items frequently included in a strategic plan The importance of a clear vision and mission

Clearly Understand What HRD Is, Is Not The integrated use of training and development, organization development, and career development to improve individual, group, and organization effectiveness.

Knowing The Organizations Culture l l Product or services provided The legacy that founders have left Persons considered heroes Individuals looked upon as deviants or outcasts

Knowing The Organization’s Culture l l Groups carrying the most clout Coalitions having the most power Persons who have sponsored the company stars Organizational slots reserved for heirs

Knowing The Organization’s Culture l l Valued rituals and traditions Important symbols, including status symbols Cherished buzz words Dominant themes captured in company’s slogans and icons

Knowing The Organization’s Culture The norms with respect to job performance and promotions l The firm’s taboos l Favorite company sport l Favorite charitable social “hideouts” l

Clearly Understand The Organization’s & HRD Mission

Understand Three Types Of Planning Strategic PLANNING Long Range Functional

Understand The Things HRD Managers Plan For l l l Work of subordinates Staff allocations & utilization Acquisition, maintenance, & utilization of facilities & equipment Learning activities Schedule & delivery of HRD programs

Understand Roadblocks To Strategic

Little involvement and/or support by top management

Too much emphasis on SP process rather than content

Product/service myopia Train Business Transportation Business

Too much number crunching

Unfounded optimism

Too much attention given to immediate profits

Strategic Planning Steps

Identify Current Mission/Role

Identify External

Identify External Opportunities

Identify Department’s

Identify Department’s Opportunities

Set And Prioritize Goals

Establish And Prioritize Objectives For Each Goal Objectives Goals

Determine Strategies Used For Accomplishing Each Objective Strategies Objectives Goals

Identify And Prioritize Needed Resources

Measure And Evaluate Performance

Strategic Plans Include Mission/Role Statement External Strategies For Each Goal Needed Resources In Priority Order Means For Measuring & Evaluating Plan

What Is A Mission?

Why Is A Mission Important?

Why Is A Mission Important? l l l Makes purpose known Helps to stay focused Helps in managing priorities Helps in identifying clients Helps in making SP decisions Helps in establishing a public identity

Belk/Leggetts’ Mission The mission of Belk and Leggett stores is to be the leader in our markets in selling merchandise that meets customers’ needs for fashion, quality, value and selection, to offer superior customer service, and to make a reasonable profit.

ICB Mang. Dev’s. Mission The mission of ICB Management Development is to provide quality training and development to develop required skills and knowledge of key international consumer managers in priority countries in support of the business objectives.

Coke’s Human Resource Department’s Mission We work in partnership with the Coca. Cola system to enable all associates to achieve excellence, develop their full potential and exceed expectations of customers, consumers, and shareholders.

UNIUM T&D’s Mission Provide employees with a common foundation and framework needed to operate effectively in today’s business environment.

UNIUM T&D’s Mission Design and implement training programs that teach critical competencies needed to meet business challenges.

UNIUM T&D’s Mission Support the divisions in the delivery of corporate training programs within the business units and functions where applicable.

Environmental Services’ Mission (student example) The Human Resources Development Department of Environmental Services is dedicated to providing a productive work environment and ensuring continued growth of the company through the following:

Environmental Services’ Mission (student example) Quality training for employees, customers, and the community

Environmental Services’ Mission (student example) Assistance for employees pursuing educational opportunities

Environmental Services’ Mission (student example) Sixth Annual Wellness Conference Quality developmental programs for fostering employee growth

Tying HRD Department’s Mission To Organ’ Bus Plan l Create a business-focused mission in collaboration with senior management and communicate it widely throughout the organization.

Tying HRD Department’s Mission To Organ’ Bus Plan l Develop a business-focused, realistic plan to help keep yourself on track.

Tying HRD Department’s Mission To Organ’ Bus Plan l Deliver a first program that meets an important business need in a timely way.

Signs Of A Good Mission Statement

Signs Of A Good Mission Statement States the purpose/role of the department.

Signs Of A Good Mission Statement States what and whose needs are being met.

Signs Of A Good Mission Statement States relationships between HRD Department and other departments.

Signs Of A Good Mission Statement States how the department contributes to the organization’s mission/plans.

Signs Of A Good Mission Statement Brief statement (1/2 to 1 page).

Signs Of A Good Mission Statement is general-does not give details.

Signs Of A Good Mission Statement is clear--easily understood.

Signs Of A Good Mission Statement is easy to articulate.

What Is A Vision?

A Mental Image

Why Is A Vision Important?

Why Is A Vision Important? l It gives people a goal to work toward (motivating) l It helps in strategic progress l Its forward looking

Coke’s Human Resource Department’s Vision All people of the Coca-Cola System function as a powerful team with shared vision and goals to: Drive a global business which exceeds customer, consumer, and share owner expectations; n

Coke’s Human Resource Department’s Vision l Continuously learn, innovate, execute, and unleash potential;

Coke’s Human Resource Department’s Vision l Change what inhibits the business and preserve what expands it;

Coke’s Human Resource Department’s Vision l Enrich themselves through accomplishment while leading balanced lives; and

Coke’s Human Resource Department’s Vision l Passionately pursue excellence!

Criteria For A Great Vision u Grounded In Business Knowledge u Concrete u Clear Destination u Long Term

Criteria For A Great Vision u. A Stretch u Relates To Desires u Significant For Everyone u Contrasts Future Present With

Reaching Agreement On A Shared Vision

Nominal Group Technique 1. Group Members Write Key Ideas Silently & Independently 4. Group Members Rank The Merits Of Each Item 2. . Round Robin Recording Of Ideas 5. Brief Discussion Of The Preliminary Vote As Recorded On Flip Chart 3. Discuss Each Idea In Return 6. Group Members Vote Again Combining Individual Judgments

What You Have Learned l l l Three different types of planning Some things that must be understood before engaging in strategic planning Ten steps to take when doing strategic planning Items frequently included in a strategic plan The importance of a clear vision and mission