HR has the strategic agenda today. HR needs to focus on strategic processes, which allows the organization to build the sustainable competitive advantage. As HR becomes the business partner, it needs to change the focus from being the service center to the true business partner, which shares the responsibility over the delivery of the business results.

1. Strategic Agenda
Human Resources Management
CREATIVE HRM
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2. Human Resources:
Current Challenges
• The western organizations have to compete with the evolving stars
from the East; they have to bring innovative products and services;
keep costs under a control; they need to protect their know-how
• Employees are less loyal, and the coming generation does not
believe in career as the sign of the success (Generation Y)
• The workforce becomes older, and young talents are not available
on the job market
• Products and services become more complex, and employees need
to be skilled and gain new sets of skills and competencies
• Organizations need to introduce new innovations on the regular and
timely basis
• HR has to add value by addressing challenges and bringing the
strategic HR Agenda on the board table
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3. Strategic Agenda
Human Resources
CREATIVE HRM
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4. Human Resources:
Strategic Focus
Leadership
Development
Human Performance
Sustainable
and
Advantage Resources Innovation
Talent
Acquisition
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5. HR Management:
Leadership Development
• HR is responsible for setting the framework for the development of
new leaders for the organization
• HR has to design and maintain succession plans and has to drive
the development of successors
• Leadership Development secures the position and existence of the
organization in the future
• Special leadership development programs give access of young
talents to the top management; they participate and manage
strategic projects of the organization
• HR manages and facilitates strategic processes for the selection of
the most promising successors
• HR finds the best talents and leaders available on the job market
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6. HR Management:
Performance and Innovation
• HR has to design the modern performance management system –
providing the instant feedback and collecting information for the
further development of the organization
• The modern PMS, which is not bureaucratic, does support the
development of employees, improves performance, facilitates the
goal setting process, and does support motivation
• Innovations are a key success factor for the modern organization;
they allow to beat competitors and gain the additional market share
• HR has to influence the corporate culture, as it supports innovations.
Innovations do come from heads of employees, and they cannot be
paid by any salary
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7. HR Management:
Talent Acquisition
• HR has to design the recruitment strategy, which hits the right target
groups on the job market.
• HR needs to develop the graduate programs for the most talented
young talents with no prior or relevant job experience.
• HR has to be skilled in social media communication, and has to
design the social media strategy for recruitment purposes.
• HR has to cooperate with local universities as the best talents can
be identified and the job opportunity can be offered.
• The corporate social responsibility becomes the important task for
Human Resources and the top management. The engagement is
valued by young professionals.
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8. HR Management:
Sustainable Advantage
• HR has to design the unique system, which connects employees,
corporate culture with the business strategy
• The sustainable advantage is achieved through the proper
implementation of the HR Strategy
• Business strategy defines the key imperatives for HR in the
organization:
– Relevant processes for the talent acquisition
– Cost Management procedures
– Development of right skills and competencies and closing potential gaps
– Building of diverse team, which deliver best ideas and innovations
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9. Thank You
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