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Holistic HR Strategy Process in a Greek Industrial company
Building up a solid systemic platform to link HR Strategy with corporate business plans

The Need

Our client, a large chemical industry was entering a phase of far-reaching organizational upgrading and process reformulation to deal with fierce competition and quality standards set by its international partners. To support this goal the company needed to radically redefine its HR strategy and embed it within the broader business and operational plans. The anticipated outcome of this initiative was the introduction of a hub system, designed to convert business strategy into concrete HR action plans. This overarching system would subsequently inform all remaining HR processes in the fields of talent management, succession planning and recruitment.

The Solution

Working with HRP from the early steps of this change management project, the company had built its own competency model, according to which most HR systems were initially formulated. We agreed to utilize a customized version of the Organisation and People Planning Process tool (O3P) as an ‘umbrella’ strategic device for this challenge. The first step was the detailed conversion of the pending organizational objectives into HR strategic initiatives that would ultimately underpin the corporate reorganization plan. The outcome of this process was then juxtaposed with the existing organizational structure and talent pools to highlight the emerging needs for more flexible structures and people development. This analytic exercise finally informed the particular recruitment and talent management strategies followed by detailed and time-bound action plans.

Results

The first round of O3P implementation was pointed at the directorate level and provided well-grounded evidence regarding the strategic value of certain HR initiatives and a more systemic way of dealing with people issues. After a series of annual and bi-annual rounds of system performance, the whole process is now cascaded in all departments and informs all levels of people development initiatives, career and recruitment decisions. Following this approach the company can safely establish a link between the emergence of a solid HR strategy and its annual operating plan, using focused and well-balanced interventions with high ROI.

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