7.1 - Develop and manage human resources planning, policies, and strategies
PCF ID: 17043 | Elements: 31 | Metrics Available: Y | Benchmarkable: 3
Definition
Creating strategies for the HR function. Create and implement strategies for managing the work force. Supervise and enhance the strategies, plans, and policies supporting the HR function. Developing models for managing competency levels of the HR of the organization.
Overview
This process group covers develop and manage human resources planning, policies, and strategies within the broader context of Develop and Manage Human Capital.
Process Hierarchy
Processes
| ID | Process | PCF ID | Sub-elements | Metrics |
|---|---|---|---|---|
| 7.1.1 | Develop human resources strategy | 20958 | 7 | N |
| 7.1.2 | Develop and implement workforce strategy and policies | 17045 | 15 | N |
| 7.1.3 | Monitor and update strategy, plans, and policies | 10417 | 4 | Y |
| 7.1.4 | Develop competency management models | 17046 | 0 | N |
7.1.1 - Develop human resources strategy
PCF ID: 20958
Definition: Creating a long-term plan to associate human resource requirements with the strategic goals of the company to ensure that there is enough qualified staffing to achieve those goals, to maintain competitive advantage and to reduce employee turnover.
| ID | Activity | PCF ID | Tasks | Metrics |
|---|---|---|---|---|
| 7.1.1.1 | Identify strategic HR needs | 10418 | 0 | N |
| 7.1.1.2 | Define HR and business function roles and accountability | 10419 | 0 | N |
| 7.1.1.3 | Determine HR costs | 10420 | 0 | N |
| 7.1.1.4 | Establish HR measures | 10421 | 0 | N |
| 7.1.1.5 | Communicate HR strategies | 10422 | 0 | N |
| 7.1.1.6 | Develop strategy for HR systems/technologies/tools | 10432 | 0 | N |
| 7.1.1.7 | Manage employer branding | 20606 | 0 | N |
7.1.1.1 - Identify strategic HR needs
Definition: Strategically defining the current and future needs for developing an efficient HR strategy.
7.1.1.2 - Define HR and business function roles and accountability
Definition: Outlining the charge and duty of the HR function by defining its responsibility areas, as well as ensuring its accountability. Establish the HR function by laying out the roles and responsibilities for this function and the rules and regulations guiding HR. Define the goals and objectives of the HR, as well as a mission and vision for this function. Create a mechanism involving a set of policies, code of conduct, and institutional procedure to ensure HR accountability.
7.1.1.3 - Determine HR costs
Definition: Ascertaining the costs and expenses of the HR function. Identify and report HR investments using, for example, a cost approach or a present value of future earnings approach.
7.1.1.4 - Establish HR measures
Definition: Evaluating the performance of HR function. Lay out the course of HR procedures that would formulate a plan of action needed to fulfill strategic HR needs. Deploy measures such as hiring policies, leave management, internal code of conducts, and compensation structure.
7.1.1.5 - Communicate HR strategies
Definition: Conveying the strategies of HR function to employees and management. Effectively explain the vision, plans, and anticipated benefits of the HR strategy employees, as well as the public. Develop statements and messages that are easy to read, informative, and relevant to the audience.
7.1.1.6 - Develop strategy for HR systems/technologies/tools
Definition: Creating a strategy for the use of systems/technologies/tools in operating the HR function. Create a strategy concerning the use and utility of HR support tools and technologies. Decide what specific tools to use and in what quantity. Determine the levels of technology required for the HR management.
7.1.1.7 - Manage employer branding
Definition: Creating, maintaining and communicating company's reputation and values to keep current employees and attract potential hires.
7.1.2 - Develop and implement workforce strategy and policies
PCF ID: 17045
Definition: Creating and executing strategies and policies for smooth administration of work force. Determine and gather skill requirements. Plan the requirements for employee resourcing per unit. Create compensation, succession, HR program, and employee diversity plans. Develop and administer policies for HR. Develop benefits for employees. Create models for work force strategies.
| ID | Activity | PCF ID | Tasks | Metrics |
|---|---|---|---|---|
| 7.1.2.1 | Gather skill requirements according to corporate strategy and market environment | 10423 | 0 | N |
| 7.1.2.2 | Plan employee resourcing requirements per business unit/organization | 10424 | 0 | N |
| 7.1.2.3 | Develop compensation plan | 10425 | 1 | N |
| 7.1.2.4 | Develop succession plan | 10426 | 0 | Y |
| 7.1.2.5 | Develop high performers/leadership programs | 16938 | 0 | N |
| 7.1.2.6 | Develop employee diversity plan | 10427 | 0 | N |
| 7.1.2.7 | Develop training program | 11622 | 0 | N |
| 7.1.2.8 | Develop recruitment program | 11623 | 0 | N |
| 7.1.2.9 | Develop other HR programs | 10428 | 0 | N |
| 7.1.2.10 | Develop HR policies | 10429 | 0 | N |
| 7.1.2.11 | Administer HR policies | 10430 | 0 | N |
| 7.1.2.12 | Plan employee benefits | 10431 | 0 | N |
| 7.1.2.13 | Develop workforce strategy models | 10433 | 0 | N |
| 7.1.2.14 | Implement workforce strategy models | 20122 | 0 | N |
7.1.2.1 - Gather skill requirements according to corporate strategy and market environment
Definition: Evaluating the current and future skill requirements of the organization with regard to the overall corporate strategy of the organization and market conditions. Identify and establish the minimum skills needed for the requisite HR needs.
7.1.2.2 - Plan employee resourcing requirements per business unit/organization
Definition: Determining the requirements for employees and the need for employee resourcing for each every unit/function. Lay out a plan detailing employee resourcing requirements of individual functions and the organization as a whole.
7.1.2.3 - Develop compensation plan (1 tasks)
Definition: Designing a plan that specifies the combination of wages, salaries, and benefits the employees receive in exchange for work. Define the total amount of compensation, in addition to the manner in which the compensation is paid and the purposes for which employees can receive bonuses, salary increases, and incentives.
| ID | Task | PCF ID | Definition |
|---|---|---|---|
| 7.1.2.3.1 | Establish incentive plan | 10210 | Creating a scheme of awards and recognition for sales employees to promote a res... |
7.1.2.4 - Develop succession plan
Definition: Creating and implementing the plan for continuation of key positions within the organization. Identify internal people with the potential to fill key business leadership positions. Provide critical development experiences to employees who can move into important roles. Engage leaders to support the development of high-potential leaders.
7.1.2.5 - Develop high performers/leadership programs
Definition: Creating a program that incorporates incentives and compensation put forth by the organization to recognize high performing workers and excellence in leadership.
7.1.2.6 - Develop employee diversity plan
Definition: Creating and implementing the plan for ensuring a diverse work force. Develop and hire employees with varying characteristics including, but not limited to, religious and political beliefs, gender, ethnicity, education, socioeconomic background, sexual orientation, and geographic location.
7.1.2.7 - Develop training program
Definition: Identifying skills, knowledge, and attributes that need enhancement in order to perform a job. Develop the appropriate training programs. These programs can be computer-based, classroom, or on-the-job training, etc.
7.1.2.8 - Develop recruitment program
Definition: Developing a program to entice prospective resources to engage with the organization for a position of employment.
7.1.2.9 - Develop other HR programs
Definition: Creating HR programs and services such as employee engagements programs to promote positive employee behavior. Create a variety of programs and services to support employees' professional and personal needs at work and at home.
7.1.2.10 - Develop HR policies
Definition: Creating rules and regulations that govern the HR function. Develop a policy plan that serves as a guideline for setting rules and regulations that help in achieving the HR goals and objectives.
7.1.2.11 - Administer HR policies
Definition: Ensuring rules and regulations are followed and are flexible enough to accommodate indispensable deviations.
7.1.2.12 - Plan employee benefits
Definition: Planning benefits in kind (also called fringe benefits, perquisites, or perks). Include various types of non-wage compensations provided to employees in addition to normal wages or salaries.
7.1.2.13 - Develop workforce strategy models
Definition: Creating and implementing models for effectively strategizing the work force of the organization. Develop a model that specifies the organization's overall approach for maximizing the performance of its work force by defining the goals, objectives, and expectations of the work force. Manage all aspects of performance required for the work force to function, including recruitment, selection, retention, and professional development.
7.1.2.14 - Implement workforce strategy models
Definition: Implementing models for effectively strategizing the work force of the organization. Carry out all aspects of performance required for the work force to function, including recruitment, selection, retention, and professional development.
7.1.3 - Monitor and update strategy, plans, and policies
PCF ID: 10417
Definition: Supervising the HR strategy, plans, and policies in order to refurbish them whenever needed. Determine the performance of HR plans and policies by measuring the objective achievement rate and its contribution to the overall business strategy. Ensure that information about these plans and strategies is effectively communicated to various stakeholders. Incorporate any suggestions by these stakeholders when revising HR plans and policies.
| ID | Activity | PCF ID | Tasks | Metrics |
|---|---|---|---|---|
| 7.1.3.1 | Measure realization of objectives | 10434 | 0 | N |
| 7.1.3.2 | Measure contribution to business strategy | 10435 | 0 | N |
| 7.1.3.3 | Communicate plans and provide updates to stakeholders | 10436 | 0 | N |
| 7.1.3.4 | Review and revise HR plans | 10438 | 0 | N |
7.1.3.1 - Measure realization of objectives
Definition: Determining the accomplishment of HR goals and objectives. Evaluate the effectiveness of the HR function by estimating the present rate of achievement of the established objectives. Use metrics to determine if the objectives are being realized. Leverage measures such as turnover, training, return on human capital, costs of labor, and expenses per employee.
7.1.3.2 - Measure contribution to business strategy
Definition: Determining the role of HR function in implementing the organizational strategy. Measure the correlation between the HR performance and the overall business strategy. Calculate the amount of contribution of the HR function to the overall business growth.
7.1.3.3 - Communicate plans and provide updates to stakeholders
Definition: Conveying the plans for HR function to stakeholders. Ensure that the HR plans and strategy are effectively communicated to the people who can affect or be affected by the organization's actions, objectives, and policies such as the creditors, shareholders, employees, and suppliers. Provide regular updates to these stakeholders to ensure effective communication.
7.1.3.4 - Review and revise HR plans
Definition: Reassessing the strategies, plans, and policies of the HR function, with the objective of revising them. Revisit the schematic plans for the HR function. Taking stock of any suggestions or feedback from the stakeholders, revamp the blueprint of HR strategies and plans.
7.1.4 - Develop competency management models
PCF ID: 17046
Definition: Creating and implementing the tools for managing the competency levels of HR. Design a model for integrating HR planning with business planning. Assess current HR capacity based on the competencies against the capacity needed to achieve the vision, mission, and business goals of the organization. Consider factors such as employee development, career path, compensation policies, and performance management.
Change Summary (v7.2.1 vs v6.1.1)
Changes indicated by:
+XXXXX- New element added-XXXXX- Element removedcXXXXX- Element changedNEW- Newly introduced
Complete Element List with Definitions
All 31 elements
| ID | Name | Definition |
|---|---|---|
| 7.1 | Develop and manage human resources planning, policies, and strategies | Creating strategies for the HR function. Create and implement strategies for managing the work force... |
| 7.1.1 | Develop human resources strategy | Creating a long-term plan to associate human resource requirements with the strategic goals of the c... |
| 7.1.1.1 | Identify strategic HR needs | Strategically defining the current and future needs for developing an efficient HR strategy. |
| 7.1.1.2 | Define HR and business function roles an... | Outlining the charge and duty of the HR function by defining its responsibility areas, as well as en... |
| 7.1.1.3 | Determine HR costs | Ascertaining the costs and expenses of the HR function. Identify and report HR investments using, fo... |
| 7.1.1.4 | Establish HR measures | Evaluating the performance of HR function. Lay out the course of HR procedures that would formulate ... |
| 7.1.1.5 | Communicate HR strategies | Conveying the strategies of HR function to employees and management. Effectively explain the vision,... |
| 7.1.1.6 | Develop strategy for HR systems/technolo... | Creating a strategy for the use of systems/technologies/tools in operating the HR function. Create a... |
| 7.1.1.7 | Manage employer branding | Creating, maintaining and communicating company's reputation and values to keep current employees an... |
| 7.1.2 | Develop and implement workforce strategy... | Creating and executing strategies and policies for smooth administration of work force. Determine an... |
| 7.1.2.1 | Gather skill requirements according to c... | Evaluating the current and future skill requirements of the organization with regard to the overall ... |
| 7.1.2.2 | Plan employee resourcing requirements pe... | Determining the requirements for employees and the need for employee resourcing for each every unit/... |
| 7.1.2.3 | Develop compensation plan | Designing a plan that specifies the combination of wages, salaries, and benefits the employees recei... |
| 7.1.2.3.1 | Establish incentive plan | Creating a scheme of awards and recognition for sales employees to promote a results-based culture. ... |
| 7.1.2.4 | Develop succession plan | Creating and implementing the plan for continuation of key positions within the organization. Identi... |
| 7.1.2.5 | Develop high performers/leadership progr... | Creating a program that incorporates incentives and compensation put forth by the organization to re... |
| 7.1.2.6 | Develop employee diversity plan | Creating and implementing the plan for ensuring a diverse work force. Develop and hire employees wit... |
| 7.1.2.7 | Develop training program | Identifying skills, knowledge, and attributes that need enhancement in order to perform a job. Devel... |
| 7.1.2.8 | Develop recruitment program | Developing a program to entice prospective resources to engage with the organization for a position ... |
| 7.1.2.9 | Develop other HR programs | Creating HR programs and services such as employee engagements programs to promote positive employee... |
| 7.1.2.10 | Develop HR policies | Creating rules and regulations that govern the HR function. Develop a policy plan that serves as a g... |
| 7.1.2.11 | Administer HR policies | Ensuring rules and regulations are followed and are flexible enough to accommodate indispensable dev... |
| 7.1.2.12 | Plan employee benefits | Planning benefits in kind (also called fringe benefits, perquisites, or perks). Include various type... |
| 7.1.2.13 | Develop workforce strategy models | Creating and implementing models for effectively strategizing the work force of the organization. De... |
| 7.1.2.14 | Implement workforce strategy models | Implementing models for effectively strategizing the work force of the organization. Carry out all a... |
| 7.1.3 | Monitor and update strategy, plans, and ... | Supervising the HR strategy, plans, and policies in order to refurbish them whenever needed. Determi... |
| 7.1.3.1 | Measure realization of objectives | Determining the accomplishment of HR goals and objectives. Evaluate the effectiveness of the HR func... |
| 7.1.3.2 | Measure contribution to business strateg... | Determining the role of HR function in implementing the organizational strategy. Measure the correla... |
| 7.1.3.3 | Communicate plans and provide updates to... | Conveying the plans for HR function to stakeholders. Ensure that the HR plans and strategy are effec... |
| 7.1.3.4 | Review and revise HR plans | Reassessing the strategies, plans, and policies of the HR function, with the objective of revising t... |
| 7.1.4 | Develop competency management models | Creating and implementing the tools for managing the competency levels of HR. Design a model for int... |
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