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    Strategic HR Planning & Resourcing: Session 4

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    Daksh Aneja
    This document discusses strategic HR planning and resourcing. It covers matching human resources to organizational needs, tapping into neurodiverse talent pools, integrating business and employee resourcing strategies, bundling HR planning and resourcing strategies, employer branding, developing flexibility strategies, and developing talent management strategies. The key areas discussed are strategic resourcing, diversity and inclusion initiatives, integrating business strategy with workforce planning, developing an employer value proposition, and attracting and retaining top talent.

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    Strategic HR Planning & Resourcing: Session 4

    Uploaded by

    Daksh Aneja
    16 views9 pages
    This document discusses strategic HR planning and resourcing. It covers matching human resources to organizational needs, tapping into neurodiverse talent pools, integrating business and employee resourcing strategies, bundling HR planning and resourcing strategies, employer branding, developing flexibility strategies, and developing talent management strategies. The key areas discussed are strategic resourcing, diversity and inclusion initiatives, integrating business strategy with workforce planning, developing an employer value proposition, and attracting and retaining top talent.

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    Session 4

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    This document discusses strategic HR planning and resourcing. It covers matching human resources to organizational needs, tapping into neurodiverse talent pools, integrating business and employee resourcing strategies, bundling HR planning and resourcing strategies, employer branding, developing flexibility strategies, and developing talent management strategies. The key areas discussed are strategic resourcing, diversity and inclusion initiatives, integrating business strategy with workforce planning, developing an employer value proposition, and attracting and retaining top talent.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    16 views9 pages

    Strategic HR Planning & Resourcing: Session 4

    Uploaded by

    Daksh Aneja
    This document discusses strategic HR planning and resourcing. It covers matching human resources to organizational needs, tapping into neurodiverse talent pools, integrating business and employee resourcing strategies, bundling HR planning and resourcing strategies, employer branding, developing flexibility strategies, and developing talent management strategies. The key areas discussed are strategic resourcing, diversity and inclusion initiatives, integrating business strategy with workforce planning, developing an employer value proposition, and attracting and retaining top talent.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 9

    Strategic HR Planning & Resourcing

    Session 4
    Strategic planning and sourcing
    Strategic resourcing:
    • matching human resources to the strategic and
    operational needs of the organization and
    ensuring the full utilization of those resources.

    • the skills and behaviours required in the future to


    achieve sustainable growth and cultural change
    Tapping into neurodiversity @Deloitte

    “Our goal is to provide additional recruiting


    opportunities at Deloitte to a population of people
    who may have shied away from our traditional
    recruiting process due to their disability,” shared Kim
    Renaud, senior manager, Deloitte Services LP.

    Deloitte’s commitment to diversity and inclusion

    • untapped talent pool

    “People with autism possess a wide range of unique


    skills that can often provide value to the workplace”
    Integrating business and employee resourcing strategy
    • numbers of people
    • skills and behavior
    • impact of organizational restructuring as a result of
    rationalization, decentralization, delayering,
    acquisitions, mergers, product or market development,
    or the introduction of new technology, for example
    cellular manufacturing
    • plans for changing the culture of the organization in
    such areas as ability to deliver, performance standards,
    quality, customer service, teamworking and flexibility,
    which indicate the need for people with different
    attitudes, beliefs and personal characteristics.
    Bundling of HR planning and resourcing strategy
    • Human resource planning: what, where, when
    and how
    • Developing org. employee value proposition:
    offering to employees & BRAND IMAGE
    • Resourcing plan: source, process
    • Retention strategies: how
    • Flexibility strategy: WLF, follow your passion
    • Talent management strategy: integration of
    resourcing
    Employer Branding Google: The Internship,
    2013, (3million 7K only)
    The game of getting the https://www.youtube.com/wat
    ch?v=XYG6tAMWFIo
    best
    GE: Engineers with a sense
    • 84% of job seekers of humour
    value the reputation of a Zappos – behind the scene
    company photos and videos
    • Office and workplace Starbucks: Strong
    • Employees’ communication strategy
    testimonials Cisco: experience
    • Perks and benefits
    Microsoft: has a feminine
    • Company culture side (2018,CFO Amy Hood
    most powerful women of
    Fortune list)

    Heinken: Go Places
    https://www.youtube.com/wat
    ch?v=0QoGzV72wR8

    Netflix: work life balance


    Flexibility Strategy
    Develop a flexible firm:
    • employment patterns
    • getting work done by
    external firms or individuals.
    • Encourage multiskilling
    Talent management strategy
    • who the talent management programme should cover
    • what is meant by talent in terms of competencies and potential;
    • future talent requirements of the organization;
    • an ‘employer of choice’ – a ‘great place to work’;
    • selection and recruitment procedures that ensure that good-quality people are recruited
    • roles that give people opportunities to apply and grow their skills
    • opportunities for career development and growth;
    • working environment
    • balance between working in the organization and life outside work;
    • developing a positive psychological contract;
    • developing the leadership qualities of line managers;
    • rewarding excellence, enterprise and achievement;
    • conducting talent audits
    • succession planning procedures

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