HUMAN RESOURCS STRATEGIC BUSINESS PRTNERSHIP VISION

THE ROLE AND FUNCTION OF HUMAN RESOURCES DEPARMENT IN THE STRATEGIC PLANNING

Introduction

WE CARE about our employees, their personal growth, career development and general well-being.

As SNC.LAVALIN is always committed to quality as core value , Human Resources department is committed to its function as a quality steward / producer by effectively and efficiently developing quality Human Capital vision , mission , strategies that is aligned with its strategic input into SNC-LAVALIN business goals in partnership with all SNC-LAVALIN units and departments.

HR Strategic Business Partnership

♦ HR , UNIQUE POSITIONING

• HR Department, as part of its role as advisory unit,

often is ideally positioned to understand and facilitate

the alignment of human resources with the company's

strategic objectives. Indeed, the very nature of HR is to

work with all levels of an organization to understand and facilitate the balancing of both the business

realities and the personal needs of employees.

Six Key Steps to Aligning Human Capital with

Business Objectives and Goals

1- Establish Business Objectives and Strategic Goals

22-- Effectively Communicate Business Objectives and Strategic GoalsEffectively Communicate Business Objectives and Strategic Goals. .

33-- Assess Structure Alignment with Business Objectives and Goals. Assess Structure Alignment with Business Objectives and Goals.

44--Assess Employees' Capacity to Achieve Business Objectives and Assess Employees' Capacity to Achieve Business Objectives and

Goals. Goals.

55-- Fill in the Gaps Between Capacity and Business Objectives and Fill in the Gaps Between Capacity and Business Objectives and

Goals Goals

66-- Implement, Measure, Modify Implement, Measure, Modify

1- Establish Business Objectives and Strategic Goals

♦What Is Strategic Planning

• Strategic planning is determining where the organization is , where do we want to go in the next five to twenty years, how do we get there, when do we arrive and what are the responsibilities of each entity and individual during the trip.

♦Importance of Strategic Planning

• An organization may lose its sense of purpose and overall mission as it attends to day-to-day business activities, companies that lack a unified sense of purpose or identity often experience a great deal of anxiety and internal conflict.

Checklist of the Key Components of a Strategic Plan :

• Developing a direction statement for the organization. This includes developing the following:

-Mission statement

-Vision

-Business definition

- Competitive advantage

-Core competencies

- Values/beliefs

• Developing strategic objectives for the

organization. This can be done using one of the following measurement

methods:

� Balanced scorecard measures, which include measures of:

- Organizational profitability ( Finance )

- Market position ( Business Development )

- Quality and service ( Operations )

- Development and Innovation ( Human Resources )

� SWOT Analysis :

( Strengths - weaknesses – Opportunities – Threats )

• Developing strategic priority issues to

help us determine what and when things must be done. These include: - Operations

- Service

- Quality

- New markets and business lines

- Geographic Expansion

- Organization Development

- Information Systems

22-- Effectively Communicate Business Effectively Communicate Business

Objectives and Strategic Goals.Objectives and Strategic Goals.

To effectively communicate business objectives and strategic goals requires a conscious effort from leaders to ensure the message is clearly understood and tangibly meaningful. That is, the objectives can be translated into specific functional tasks that employees can understand and accept as reasonable, necessary to achieve business needs and linked with their career achievements and development.

33-- Assess Structure Alignment with Business Assess Structure Alignment with Business

Objectives and Goals. Objectives and Goals.

• Once the business objectives and strategic goals have been established, leaders should assess the organizational structure to assure its proper alignment. For example, is the organizational structure conducive to achieving the expressed goals? Are departments properly staffed and coordinated for optimal efficiency? This level of assessment also includes the number and type of positions (jobs) that are required to achieve the goals and distributing functional roles within these positions.

44--Assess Employees' Capacity to Achieve Assess Employees' Capacity to Achieve

Business Objectives and Goals. Business Objectives and Goals.

• In consideration of the business objectives and organizational structure, evaluate the employees' readiness to meet the assigned job functions, answers for the following questions would give indicators in this regard :

- Do employees possess the appropriate how and why knowledge (awareness, understanding, etc.) to do their jobs?

- Do employees have the skills (proficiency, expertness, talent, etc.) necessary to effectively perform their jobs?

- Do employees have the ability (authority, discretion, motivation, etc.) to complete their tasks?

- Do employees have other traits needed to most effectively address the business needs?

55-- Fill in the Gaps Between Capacity and Fill in the Gaps Between Capacity and

Business Objectives and Goals Business Objectives and Goals

• Stemming from the first four steps discussed above, what are the gaps that need to be filled to ensure the successful business strategy? That is, what additional KSAs ( Knowledge , Skills and Abilities ) are needed for employees to be ideally aligned with meeting business objectives? The answers to these questions provide the data needed to construct a development plan for obtaining the needed KSAs within the organization.

• All development plans should include who, what, when, where, why and how statements to assure a focused and clearly defined plan.

66-- Implement, Measure, ModifyImplement, Measure, Modify

This last point brings us to the heart of any successful business strategy, the implementation stage. To be successfully implemented, development plans need to be regularly assessed for both consistent actions and relative effectiveness. That is, are development plans being executed and are they achieving expected results? If not, why not, and what should be done differently to assure proper actions and employee capacity?

Building the above process and questions into periodic assessment sessions between managers and employees will help to assure those who are charged with conducting the day-to-day efforts will be properly prepared to achieve goals.

Actions Required

1- Internal Assessment :

- Assessing SNC-Lavalin Saudi Arabia strengths and weaknesses as it currently exists in order to establish a planning base using a Strength, Weakness, Opportunity, and Threats Analysis (SWOT) and Balance Scorecard.

• HR Role :

- Conducting Human Capital SWOT Analysis

- Performance Measurement

- HR Audit

2- Environmental Scan :

- Examine the outside environment surrounding the

organization :

(Customer/Vendor/Market/Competitor / Economy Analysis )

• HR Role :

- Assessing the labor market trends

- Analyzing core competencies required by our clients

- Comparing our competitive advantages to competitors

3- Mission/Vision Development :

- The mission is the basic purpose of the organization. The vision describes what the organization will look like in the future.

- SNC-Lavalin Saudi Arabia Mission and Vision will stick to SNC-Lavalin corporate ones, and to be extended to describe how the corporate Mission and Vision will be implemented according to local business needs and directions.

• HR Role :

- Proposing the HR part of the mission and vision ( what is related to human capital development )

- Insuring that proposed statements are realistic and applicable in terms of HR internal capacity and external circumstances.

4- Strategic Objectives Development:

- Stemming from the first three actions discussed above, three or six key goals on which the organization focuses it efforts over the next 5 to 20 years.

• HR Role :

- Outlining HR objectives

- Insuring that HR objectives are serving and aligned with the overall strategic objectives.

- Supporting business partners with related HR information and analysis

5- Functional Goals Development- Breaking down the strategic objectives into functional goals.

- This action should be developed by each unit ( Department / division / Section … etc ) in cooperative effort with other units

- All units members ( employees ) must share in goals setting in order to guarantee engagement and commitment to the set goals and plans

• HR Role :- Developing HR functional goals ( Manpower Planning – training &

Development – Total Rewards - Employee’s relations – HRMS –Performance Management )

- Insuring that HR objectives are serving and aligned with the overall strategic objectives.

- Linking the proposed objectives to employee’s career development and professional objectives.

- Supporting business partners with related HR information and analysis

6- Action Plan Development :

- A comprehensive plan that describes the following

- How are the functional goals will be achieved

- What are the resources required for the implementation process

- The time plan to achieve the goals

• HR Role :

- Outlining HR objectives

- Insuring that HR objectives are serving and aligned with the overall strategic objectives.

- Supporting business partners with related HR information and analysis

7- Living the vision , Practicing the mission and

Enjoying achieving the objectives and goals

THANKS FOR TIME AND EFFORTS

HATEM El HOUSHYHATEM El HOUSHY

HR ADVISORHR ADVISOR

SNCSNC--LAVALIN ARABIA CPBULAVALIN ARABIA CPBU