The examples below illustrate how HR strategic focus, interventions, and capability building strategies vary based on the organization's state. Understanding the organizational state informs HR's approach, ensuring alignment with business needs and objectives. By tailoring strategies to the specific context, HR can effectively address challenges, capitalize on opportunities, and contribute to overall organizational success, resilience, and agility in a dynamic environment.
Recruiting
Rewarding
Developing
Key Focus
Strategic Workforce Planning
Performance Based Compensation
Globally Competent Leader at all level
Talent Analytics
Employment Brand
Compensation & Benefit redesign
Internal labour mobility
People Productivity Matrix
Tailored to fit specific segment
Recruiting Critical Skills
Flex Benefit
Freezing
Reduction of Incentive
Critical Skills
Layer & Span Streamlining
Utilizing extended Workforce
Cross Training
Reducing bonus
Cut of Salaries & Benefit
As required by Law
Personnel Cost to Net Sales
Reduction of staff
Retention of Bonus
HR Organization
HR Professional
HR Budget
HR Deliverable
Increasing pool of HR (agile team)
Mobilizing talent into HR
Investing for future
Business Embedded HR
Transforming
Upskilling Across HR Functions
Increasing HR specialist (CoE)
Justifying Investment
Talent Integrated HR
Be Cautious in Approving
Focused critical skill training
Freezing Recruitment
Reorganizing
Regulatory Compliance Training
Fundamental HR
Freezing Cutting
Downsizing
Reducing
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