Deck 17: Human Resources in Strategic Planning

Question 1

What the human resources function brings to an organization is summarized in the acronym, "KSA". What do those letters stand for?

Answer 1

$\bullet$ Knowledge, skills, and abilities

Question 2

The book contrasts the "traditional role" and the "emerging role" of the HR department. What does this refer to? What is the new role toward which HR is emerging?

Answer 2

$\bullet$ For decades, the HR department was called "personnel." Its duties were mundane, uninspired, and repetitive. It got little respect from the rest of the organization.
$\bullet$ Gradually, over the last two decades, HR managers have begun to assert themselves, and top executives have come to see that their human resources are often their most important asset. The result is more forward-looking, activist HR activities. In particular, HR is assuming an active role in the strategic planning process. However, because of its prior history and less dynamic reputation, the HR function has had assert itself to win that role.

Question 3

List three activities that the HR department could perform in its new emerging role.

Answer 3

$\bullet$ Deployment of modern information technology to manage HR data; commonly referred to as a human resource information system (HRIS).
$\bullet$ Developing the organization's "talent" after identifying specific current and future needs.
$\bullet$ Devising metrics and analytics to document the HR function's contributions to organizational operations, track trends in HR performance, and recognize developing problem areas.
$\bullet$ Measuring organization performance, measuring human performance, and noting the intersections between the two.
$\bullet$ Forecasting the organizational need for specific types of employees.
$\bullet$ Directly counseling managers on their employee supervisory practices.
$\bullet$ Using computer-mediated training and development programs.
$\bullet$ Building and promoting competencies in organization design and development, change management, management coaching, and employee development.
$\bullet$ Generally upgrading the skills of the HR staff.
$\bullet$ Implementing a system of metrics and analytics that demonstrate the effectiveness of the organization's HR practices.

Question 4

Define the terms "critical success factor" (CSF) and "key performance indicator" (KPI), and their relation to each other.

Question 5

Describe five ways in which the HR department can contribute to strategic decisions by its organization.

Question 6

Give an example of how a health care organization (i.e., hospital, physician practice) could leverage its human resources to create a competitive advantage.

Question 7

Indicate three metrics that the HR department could use to demonstrate its contributions to an organization's strategic successes.