STRATEGIC PLANNING

Identify purpose and scope of organization

Clarify its long$-$term direction

Establifits its enduring beliefs and principles

Assess its opportunities and threats $($OT$)$

Conduct environmental scanning $($legal$,$ etc.$)$

Analyze the industry and competitors

Analyze firm's strengths and weaknesses $($SW$)$

Analyze firm's core competencies

Analyze firm's resources: people, process, and systems

Develop corporate strategy

Develop business strategy

Strategy

Formulation

C

Evaluation

HR PLANNING

Capture underlying business philosophy

Establish cultural foundation

Guide ethical codes of conduct

Gauge demographic trends

Gauge the external supply of labor

Benchmark competitors' HR metrics

Analyze workforce's culture, competencies, and composition

Forecast the demand for employees

Forecast the supply of employees

Establish productivity and efficiency goals

Establish quality, service, speed, and innovation goals for workforce

Reconcile supply and demand via hiring, downsizing, layoffs, etc.

Design structure, systems, and so on $-$ Ensure vertical and horizontal fit

Allocate resources

Functional strategy: ensure alignment

Use staffing, training, rewards, and so on to motivate employees to achieve the strategy

Evaluate benchmarking efforts

Ensure alignment is achieved

Maintain human capital metrics

Utilize balanced scorecard flexibility