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BENEFITS OF DOCUMENT
HR Strategy Map Guidelines
HR Strategy Map constructed from two primary sources, namely:
1. Corporate's Strategic Targets or Business Targets. The HR Department should use the corporate's strategic targets as a guide for developing its own strategic targets. The goal is to align the corporate's business strategy with the HR Department's development strategy.
2. Analysis of Performance Development Priorities in the HR Department. The second source of reference, which is also important in the process of formulating HR Department's strategic targets, is deciding which areas or functions that need to be improved in order to increase the performance of HR Department.
The templates of Corporate Strategy Map developed using the Balanced Scorecard approach are presented in the following section. The Balanced Scorecard approach is a tool for mapping a company's strategic targets into four main dimensions: financial, customer, business process, and learning or developing human resources.
The completion of the Corporate Strategy Map, the HR Department conducts an analysis to determine which corporate level's strategic targets should be adopted directly into strategic targets of HR Departments. There are three strategic targets in the learning perspective that should be adopted directly (or cascade down) as HR strategic targets. The three strategic targets are:
1. Implement a Talent Development Program Effectively
2. Develop Employee Competencies
3. Enhance Employee Job Satisfaction
Furthermore, the HR department also needs to hold internal discussions and conduct analysis to determine what other strategic targets should be introduced. This new strategic target should refer to HRD's internal priorities, and still be able to help the corporate's strategic targets. For example, based on the results of internal analysis, it was decided to add some new strategic targets.
HR Strategy Map which is aligned or has alignment with the Corporate level Strategy Map.
Several strategic goals were adopted directly from the corporate level strategic goals and the three strategic goals marked with a red star. The three strategic goals are:
1. Implement a Talent Development Program Effectively
2..Develop Employee Competencies
3. Enhance Employee Satisfaction
As can be observed, the placement of the three strategic targets has shifted. If the three strategic targets are in the Learning Prespective at the corporate level, the location changes when it is adopted (cascaded) into the level of the HR department. Why? Because, from the perspective of the HR Department, the strategic objectives of "Develop Employee Competencies" and "Implement Talent Development Programs" are the essential tasks or key business processes that every HR department must carry out. When it is moved to the HR Strategy Map, the two strategic targets should be placed in a Business Process perspective.
Meanwhile, from the perspective of the HR department, the strategic target of "Enhance Employee Satisfaction" is an aspect related to HR customers. In this situation, HR's primary customer is none other than all of the company's employees. As a result, these strategic goals should be placed in the Customer Perspective
In addition to the three strategic targets that were directly copied from the corporate level targets, there were a number of new strategic targets, from the financial, customer, business process and learning perspectives.
Additional notes: in writing strategic targets, it is better if everything starts with a verb, such as: Develop, Improve, Increase, Manage, and so on. Thus, the writing becomes uniform or all begins with an active verb that reflects the improvement in performance.
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Source: Best Practices in Human Resources Word: HR Strategy Map Guidelines Word (DOCX) Document, UJ Consulting
ABOUT THE AUTHOR: UJ CONSULTING
Untung Juanto ST., MM. Founder of UJ Consulting. He is professionally experienced business and management consultant in several local and multinational companies. [read more] He has an experience in managing an effective and efficient company with various approach methods adapted to different industries because He had a career from the lower management level as Supervisor before finally being at the top management level. His Top Management experience started from the position of General Manager, VP Operation, HR Director and Business Development Director
He completed his undergraduate education majoring in Architecture at Diponegoro University, Semarang, Central Java, Indonesia. After that, He continued to Master of Management level majoring in Human Resource Management with cum laude predicate with a GPA of 3.94 at Mercubuana University, Jakarta, Indonesia.
His last work experience as Deputy President Director at Hutahaean Group in charge of 14 business units engaged in various industries including CPO Production, Oil Palm Plantation, Cassava Plantation, Tapioca flour production, 4 and 5 star hotels, waterparks, golf courses and housing with a total of employees more than 3,000 employees.
His biggest achievement was in 2021 when He served as Deputy President Director at Hutahaean Group Indonesia by increasing the company's revenue from IDR 700 billion to IDR 1.1 trillion (y/y) and increasing the profit margin by more than 20%. Doing a turn around on business units that have lost in the last 5 years become profits. In addition, He have also succeeded in creating an efficient and effective management system by redesigning the Business Process Management (BPM), reviewing Standard Operating Procedures (SOP) and Work Instructions and compiling the appropriate Key Performance Indicator Management (KPIM) to increase employee productivity.
He is currently active as a part-time business and management consultant (online) at Enquire Corp. and Flevy Corp. In addition, He also teach part-time at several universities for courses in strategic management, human resource management, project management, entrepreneurship and business.
UJ Consulting has published 168 additional documents on Flevy.
This business document is categorized under the function(s): Operations Organization, Change, & HR
It applies to All Industries
File Size: 872.3 KB
Number of Pages: 20
Related Topic(s): Human Resources
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Initial upload date (first version): Oct 21, 2022
Most recent version published: Oct 21, 2022
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