HR Strategy Map Guidelines (Word DOCX)

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.

UJ Consulting