1.
HR Policies Integration with
Business planning
Presented by Neeraj Kumar
MBA-I
NITK, SURATHKAL
Submitted to : Prof. A.H. Sequeira

2.
HR Planning
• HR Planning is the process of examining an organizations’
future human resource need.
• It involves:
– Identifying and acquiring the right number of people with the
proper skills
– Motivating them to achieve high performance
– Creating interactive links between business objectives and
resource planning activities

3.
Why is HRP important ?
• Even an imperfect forecast is better than none at all
• Anticipating needs – prepare for the future gives you an
edge
• Address potential problems – avoid skill deficiencies

4.
HR to solve organizational issue
• HRP ensures that the organization has:
– Right Number
– Right Kind
– Right Place
– Right Time

5.
Staffing/
Recruitment
Training
&
Development
Manage
&
Promote
Redeploy
&
Exit
The Conventional HR value Chain
Administration Support

6.
Understanding the business
Ability to deliver business results
Ability to manage CHANGE
and Culture
Value adding Human
Resource practices
HR’S NEW BEHAVIOUR
Personal
credibility &
behaviour

7.
In order to position the organization for success,
Departments have been engaged in workforce
planning.
Corporately, three key directions have been
identified to assist in managing the workforce
changes.
They include:
1. Building Our Potential
2. Strengthening Our Competitiveness
3. Renewing Our Workplace

8.
HR adding value to the Business Process
Make it happen !
By creating culture,
developing teams,
cohesive HR action and . . .

9.
HR Process Mapping
Business
Planning
HR Policy HR
Planning
Recruitment
Selection
Performance
Management
Compensation
Management
Talent
Management
Training
Development
HR Systems
Data Mgmt
Employee
Relations
Work Environment

10.
Human Resource Transformation
STEP ONE
Performance Management
Administrative Excellence
Succession Planning
Workforce Planning
Skills Development
STEP TWO
Strategic Business Partner
STEP THREE
CHANGE Initiation/Management
Strategic Labour Relations
Business Process Facilitation
Competency Development
Work Process Improvement
PEOPLE GROWTH
BUSINESS IMPACT
HR EXCELLENCE

11.
HR Processes to Apply
BB
UU
SS
II
NN
EE
SS
SS
SS
TT
RR
AA
TT
EE
GG
YY
Performance
Management
Succession
Planning
Organizational
Planning
People Sourcing
Employee
Relations
Remuneration/
Competency
Management
H
I
G
H
P
E
R
F
O
R
M
I
N
G
PP
EE
OO
PP
LL
EE
Competency
Development
HR
Strategy
Organizational learning

12.
The role of HR in successful M&A integration
HR function has a lot to contribute to a successful integration
project, if they show they are concerned with the business
needs and don’t hide behind policies.

13.
To create the best value, it is important to get the
priorities right:
1 Avoid creating new barriers to integration by any HR
activities.
2 Support the business in achieving strategic integration
objectives.
3 Improve the efficiency and quality of the HR function
by using internal benchmarking to find and utilise best
practice in each field of people management.
Eg Tata Nano plant in WB & Tata Landrover & Jaguar
acquisition

14.
INTEGRATED HR AND BUSINESS
PLANNING PRINCIPLES
 Takes place at all levels.
 Is information driven.
 Identifies risks and challenges.
 Is transparent, values-based and well
communicated.
 Planning efforts are monitored, measured and
evaluated.

15.
HR can enable organizations to meet
the competitive challenges
 Globalization
 Technology
 Intellectual capital

16.
References:
Hr Policy And Planning Division ,Human Resource Branch :Public Service Secretariat April, 2008
Weingarden, S.2011. Building the Future: HR’s Role in Organizational Design
Aswathhappa , K .2012.Human Resource Management. 6th Edition .New Delhi: Tata Mcgraw.