Building HR Strategy

The Human Resources function has never been more relevant and critical to an organization’s success as in recent times. The last decade has seen HR become a core function, probably more so in the New Economy sectors where intellectual and human capital provide a keen competitive edge. Hence several organizations are investing in building a HR strategy that is strongly aligned to the business strategy. There are several models and frameworks available to build a HR strategy for an organization. Would you like to infuse new thinking into the HR function of your organization?

Would you like to share your experiences of building and implementing HR strategy in your organization? Join this community.

Inviting you to collaborate to collectively build our knowledge in the area of Building HR Strategy in the Communities section!

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The Case for a OE group in organizations & a OE body of Knowledge in HRD By R. Anand, Convener, OE Core Group, NHRDN; Amit Malik, Co-Convener; Dhananjay Singh, Executive Director, NHRDN;
The Case for a OE group in organizations & a OE body of Knowledge in HRD By R. Anand, Convener, OE Core Group, NHRDN; Amit Malik, Co-Convener; Dhananjay Singh, Executive Director, NHRDN;
The distance organizations need to travel from ‘Good’ to ‘Great’ depends a lot on their ability to deliver sustained business performance that creates a win-win for all key stakeholders. A key enabler to this is a robust Performance Management system that motivates employees to take stretch goals and reward them for the meaningful contributions.
Planning for talent – quality and quantity – and then attracting them is one of the constant challenges HR professionals face in today’s War for Talent. Does your organization have a formal manpower planning process? What are the recruitment channels you use most frequently? What recruitment metrics are used by organizations?