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f3|___PPT10.D4n"+'˝D!' \= @B D' = @BA?%,( < +O%,( < +D' =%(%(D#' =%(D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*$%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*$D' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*$D' =%(D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*$%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*$D' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*$D' =%('D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*$&%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*$&D' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*$&D' =%(:D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*$&D%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*$&DD' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*$&DD' =%( ND' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*$Dc%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*$DcD' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*$Dc+8+0+$0 +"# 0L0 B:((  ( ( r`,e,ejJ?Rectangle 3nQ \" G$  E ( d,e,ejJ?Text Box 4"PK![Content_Types].xml|N0 HC+jS8 @:Q۸ ??\o<7p]V޷O(I'6E=, ){Ō4>I)q7UuDހǏ)}nL"Mᴸ&g0eSA)΄2';2 WYu7{ɯΒzŘqFrj9K*(]mOlPK!Z,[ _rels/.relslj0 ``t_Pƈ[>,dgzjǎ?I'f#®Pb-\/Ƿ0Z]nLnp__3.iJV KQBiDžrL,Vʌ/7р4`ANar+m;E/'3U Aںv83/PK!Hdrs/downrev.xmlDAK@a$m)JUPTiƝM=ofjG :7Vgנ8OİͰa+ڭSDmJC5-9IK a36F ȲK@-՟og@OSbQ= }ݬ9=7 Gk<ۇ&vBN ؊)PK-![Content_Types].xmlPK-!Z,[ _rels/.relsPK-!Hdrs/downrev.xmlPKC,$D  0 8Help Wanted: Strategic HR Partner Fortune 100 company has an exciting opportunity for a Human Capital Partner. The successful candidate will contribute at a strategic level to business performance by providing coaching and consulting on people strategies, organization development and succession planning/talent management. This highly visible position is ideal for the candidate who thrives in a business leadership role with autonomy. 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f3|  ___PPT10` +%YD ' 2= @B D ' = @BA?%,( < +O%,( < +D' =%(%(D#' =%(D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*8%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*8D' =+4 8?dCB0-#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*8D#' =%(D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*8%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*8D' =+4 8?dCB0-#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*8+p+0+80 ++0+80 +"  0L0   < (  <- <  xp2gֳgֳ?Rectangle 2@S  2 aBoard and Investor Interest A  < r2,e,ejJ?Rectangle 3nQ \" G$  - < d\ 6,e,ejJ?Text Box 5"PK![Content_Types].xml|N0 HC+jS8 @:Q۸ ??\o<7p]V޷O(I'6E=, ){Ō4>I)q7UuDހǏ)}nL"Mᴸ&g0eSA)΄2';2 WYu7{ɯΒzŘqFrj9K*(]mOlPK!Z,[ _rels/.relslj0 ``t_Pƈ[>,dgzjǎ?I'f#®Pb-\/Ƿ0Z]nLnp__3.iJV KQBiDžrL,Vʌ/7р4`ANar+m;E/'3U Aںv83/PK!Hdrs/downrev.xmlDj@E Ib)iZ]|fI03LM.tys9Š[qdkQMiUc*d0‰=,73ʕMMDBBK˚5norGne$ORScCM\6AN寞ʺvڭ3Cu_lחzWt<;\ BPK-![Content_Types].xmlPK-!Z,[ _rels/.relsPK-!Hdrs/downrev.xmlPK ,$D 0 | 49% of CFOs report that investors are beginning to ask about human capital issues to at least a moderate extent. 23% say their boards are highly involved in human capital issues. 36% expect such involvement within two years. 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" C H P 0޽h ? f3|@ 8 ___PPT10 .VPA+.D| ' 6= @B D7 ' = @BA?%,( < +O%,( < +Dn' =%(%(D' =%(D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*P%(D'  =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*PD'  =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*PD' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*P%(D'  =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*PD'  =+4 8?dCB0-#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*P+p+0+P0 ++0+P0 +"  0L0 Tx(  T$ T  x7gֳgֳ?Rectangle 2@  7 XStrategic Planning A  T  x|6gֳgֳ?Rectangle 3S 7 PDefines where the organization is now, where it wants to be, and how it will get there. Gathers internal and external information. Develops alternative strategies. Selects appropriate strategies. Implements a plan. Evaluates and revises the plan as needed.   A  T F(7?Text Box 4  zSource: SHRM Learning System 2C  H T 0޽h ? f3|___PPT10i.VC+D=' D= @B +"Y  0L0 H @   (  .    xpG7gֳgֳ?Rectangle 2   7 bStrategic Planning Process A p  Gz:m C ,Diagram 3" Bq ?  jjjj>%jjW1[s>%{X<[s:9Ajj<(x: P 7r  s BX99?AutoShape 4Gz:m2  bGHI _s1028" - 2  hZGHI _s1029"  4  2  hGHI _s1030" = 2  hGHI _s1031" y4   J\M7_s1032" I  r*Phase One Strategy Formulation/ Framework,+  C !C   JR7_s1033" 2   l$Phase Three Strategy Implementation,%  C C   JW7_s1034" A  w!Phase Four Strategy Evaluation :"  C CC    JDP7_s1035"  {  gPhase Two Strategy Development,   C C   H$b7?Text Box 13 ` zSource: SHRM Learning System 2C  H  0޽h ? f3|___PPT10i.Э>+D=' D= @B +"q  0L0 ` X   (  .    x|7gֳgֳ?Rectangle 2   7 bStrategic Planning Process A   Gz:m C ,Diagram 3" Bq ?  ?? "?H؃$ "@ Lڼ;$?Lڼ;2Sx: P 7r  s BX99?AutoShape 4Gz:m2  bGHI _s2052" - 2  hZGHI _s2053"  4  2  hGHI _s2054" = 2  hGHI _s2055" y4   J,7_s2056" I  r*Phase One Strategy Formulation/ Framework,+  C !C   J7_s2057" 2   t$Phase Three Strategy Implementation4%  G G   J7_s2058" A  !Phase Four Strategy Evaluation B"  G GC    J`7_s2059"  {  oPhase Two Strategy Development4   G G   H@7?Text Box 13 ` zSource: SHRM Learning System 2C  H  0޽h ? f3|___PPT10i.Э>+D=' D= @B +"s 0L0 bZ@X(  X0 X  x7gֳgֳ?Rectangle 2`  7 dStrategy Formulation/Framework A  X  x7gֳgֳ?Rectangle 3p  7 pDevelop HR vision and mission statements that are aligned to the organization s statements. Review organizational values. Create HR action statements supporting organizational values.  A H X 0޽h ? f3|___PPT10i.WF+D=' D= @B +"! 0L0   `\K (  \. \  x7gֳgֳ?Rectangle 2"PK![Content_Types].xml|N0 HC+jS8 @:Q۸ ??\o<7p]V޷O(I'6E=, ){Ō4>I)q7UuDހǏ)}nL"Mᴸ&g0eSA)΄2';2 WYu7{ɯΒzŘqFrj9K*(]mOlPK!Z,[ _rels/.relslj0 ``t_Pƈ[>,dgzjǎ?I'f#®Pb-\/Ƿ0Z]nLnp__3.iJV KQBiDžrL,Vʌ/7р4`ANar+m;E/'3U Aںv83/PK!v2_drs/downrev.xmlDQK0p߶-2 2G=^$%[ >9|otN|kt#SY՚Z{9΁Fag fBٳtڅE hB }ՐF?=bt5W;%ɌklM|huCG Pux>&_aʬr3MwX!\!zE Ogy|t9/FS_PK-![Content_Types].xmlPK-!Z,[ _rels/.relsPK-!v2_drs/downrev.xmlPKH$  0  7 LVision A  \  x7gֳgֳ?Rectangle 3"PK![Content_Types].xml|N0 HC+jS8 @:Q۸ ??\o<7p]V޷O(I'6E=, ){Ō4>I)q7UuDހǏ)}nL"Mᴸ&g0eSA)΄2';2 WYu7{ɯΒzŘqFrj9K*(]mOlPK!Z,[ _rels/.relslj0 ``t_Pƈ[>,dgzjǎ?I'f#®Pb-\/Ƿ0Z]nLnp__3.iJV KQBiDžrL,Vʌ/7р4`ANar+m;E/'3U Aںv83/PK!m,drs/downrev.xmlDMO1E&晸#?B1SLg ]ܛss^7#5ƣ Je*n4kH@VFn* (9eMȶdRwNcHU\: >ɲ)רLzE XgQL6vcٗ7X>/a8)`6އSr>m2PK-![Content_Types].xmlPK-!Z,[ _rels/.relsPK-!m,drs/downrev.xmlPK@H$ 0 7 What you aspire to be. Depicts a future state that does not exist. Galvanizes the organization. Unites people and gives them a collective identity. :  `A4A H \ 0޽h ? f3|___PPT10.WF+3 dD' 7= @B D' = @BA?%,( < +O%,( < +D' =%(%(Do' =%(D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*\%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*\D' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*\D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*\%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*\D' =+4 8?dCB0-#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*\D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*\C%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*\CD' =+4 8?dCB0-#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*\CD' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*\C`%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*\C`D' =+4 8?dCB0-#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*\C`D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*\`%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*\`D' =+4 8?dCB0-#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*\`+p+0+\0 ++0+\0 +"J# 0L0 D<`(  `2 `  x8gֳgֳ?Rectangle 2   8 f Characteristics of a Good Vision! !A !b `  x8gֳgֳ?Rectangle 3"PK![Content_Types].xml|N0 HC+jS8 @:Q۸ ??\o<7p]V޷O(I'6E=, ){Ō4>I)q7UuDހǏ)}nL"Mᴸ&g0eSA)΄2';2 WYu7{ɯΒzŘqFrj9K*(]mOlPK!Z,[ _rels/.relslj0 ``t_Pƈ[>,dgzjǎ?I'f#®Pb-\/Ƿ0Z]nLnp__3.iJV KQBiDžrL,Vʌ/7р4`ANar+m;E/'3U Aںv83/PK!ٓkdrs/downrev.xmlDKK1!\MشWA.o'3dHd .ty8-ViYO>hg%G)mk -*l% ' Z-P.-X @ M]y2F#ccp7ܠvFr}"g}:w)//HCϗnWt>;<^-H^B˶PK-![Content_Types].xmlPK-!Z,[ _rels/.relsPK-!ٓkdrs/downrev.xmlPK0H$D 0 8 ;HR vision statement is in alignment with the organizational vision statement. Clear and unambiguous. Provides reason for the extraordinary effort. Sustainable through mission, product, technology and organizational changes. Unites people and gives them a collective identity. Encourages people to think longer term.< <A <H ` 0޽h ? f3|~___PPT10^.0+h3D2' = @B D' = @BA?%,( < +O%,( < +D$' =%(%(D' =%(D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*`N%(D' =+4 8?dCB0-#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*`ND' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*`ND' =%(D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*`Ne%(D' =+4 8?dCB0-#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*`NeD' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*`NeD' =%(D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*`e%(D' =+4 8?dCB0-#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*`eD' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*`eD' =%(pD' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*`%(D' =+4 8?dCB0-#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*`D' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*`D' =%(@D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*`%(D' =+4 8?dCB0-#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*`D' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*`D' =%('D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*`<%(D' =+4 8?dCB0-#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*`<D' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*`<+" 0L0   di (  d d  xC8gֳgֳ?Rectangle 2T  8 M HR Vision     d  x4G8gֳgֳ?Rectangle 30  8 5Example of a Corporate Vision Statement: To encourage and promote a community where family values are pleasingly integrated with agriculture, commerce and industry, characterized by an efficient, effective and response local government.    d  xL8gֳgֳ?Rectangle 4P { 8  Example of an HR Vision Statement: To fulfill a dual role of a corporate advisor and an employee advocate while being a partner and contributing to business results. , Z Z 2 d ^\8,e,e?Text Box 5"PK![Content_Types].xml|N0 HC+jS8 @:Q۸ ??\o<7p]V޷O(I'6E=, ){Ō4>I)q7UuDހǏ)}nL"Mᴸ&g0eSA)΄2';2 WYu7{ɯΒzŘqFrj9K*(]mOlPK!Z,[ _rels/.relslj0 ``t_Pƈ[>,dgzjǎ?I'f#®Pb-\/Ƿ0Z]nLnp__3.iJV KQBiDžrL,Vʌ/7р4`ANar+m;E/'3U Aںv83/PK!Čdrs/downrev.xmlDMK1E!+B#style.visibility<*d%(D' =-6B'blinds(horizontal)*<3<*d+8+0+d0 +"- 0L0   h (  h/ h  x8gֳgֳ?Rectangle 2"PK![Content_Types].xml|N0 HC+jS8 @:Q۸ ??\o<7p]V޷O(I'6E=, ){Ō4>I)q7UuDހǏ)}nL"Mᴸ&g0eSA)΄2';2 WYu7{ɯΒzŘqFrj9K*(]mOlPK!Z,[ _rels/.relslj0 ``t_Pƈ[>,dgzjǎ?I'f#®Pb-\/Ƿ0Z]nLnp__3.iJV KQBiDžrL,Vʌ/7р4`ANar+m;E/'3U Aںv83/PK!vdrs/downrev.xmlDN1E&CLI"#(JhAcftN' o7ܜɬQw ›ڕ 61 6ޑEMOO&wvk.EͥEEcϷR"Ji6reWbC-+*?VY},^ZS~x};'`t=]>>Cm4F %d r PK-![Content_Types].xmlPK-!Z,[ _rels/.relsPK-!vdrs/downrev.xmlPKH$ 0  8 MMission A  h  xd8gֳgֳ?Rectangle 3"PK![Content_Types].xml|N0 HC+jS8 @:Q۸ ??\o<7p]V޷O(I'6E=, ){Ō4>I)q7UuDހǏ)}nL"Mᴸ&g0eSA)΄2';2 WYu7{ɯΒzŘqFrj9K*(]mOlPK!Z,[ _rels/.relslj0 ``t_Pƈ[>,dgzjǎ?I'f#®Pb-\/Ƿ0Z]nLnp__3.iJV KQBiDžrL,Vʌ/7р4`ANar+m;E/'3U Aںv83/PK!Odrs/downrev.xmlDQO0M5M:N !&K[m|Ǔs|[֓qLe2r5$J֫si9P_%9 hBr}ՐF?ԝRt5cOkT&=4[Cե6+#)49 p?l^m\xN/ ztJr_MWPK-![Content_Types].xmlPK-!Z,[ _rels/.relsPK-!Odrs/downrev.xmlPK H$@  0 8 4The overarching things we do to move us toward the vision. A statement of the organization s purpose or its fundamental reason for existing. Consists of a few sentences that describe: Who we are What we do Why For whom N Z$ Z ZA$C H h 0޽h ? f3| w ___PPT10W .WF+AD' 8= @B D' = @BA?%,( < +O%,( < +D' =%(D' =%(D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*h%(D' =+4 8?dCB0-#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*hD' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*hD' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*h;%(D' =+4 8?dCB1+#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*h;D' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*h;D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*h;%(D' =+4 8?dCB1+#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*h;D' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*h;D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*h%(D' =+4 8?dCB1+#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*hD' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*hD' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*h%(D' =+4 8?dCB1+#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*hD' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*hD' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*h%(D' =+4 8?dCB1+#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*hD' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*hD' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*h%(D' =+4 8?dCB1+#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*hD' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*hD' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*h%(D' =+4 8?dCB1+#ppt_w/2BCB#ppt_xB*Y3>B ppt_x<*hD' =+4 8?\CB#ppt_yBCB#ppt_yB*Y3>B ppt_y<*h+8+0+h0 +" 0L0 l(  l3 l  x8gֳgֳ?Rectangle 2  8 g!Characteristics of a Good Mission" "A "  l  x8gֳgֳ?Rectangle 3"PK![Content_Types].xml|N0 HC+jS8 @:Q۸ ??\o<7p]V޷O(I'6E=, ){Ō4>I)q7UuDހǏ)}nL"Mᴸ&g0eSA)΄2';2 WYu7{ɯΒzŘqFrj9K*(]mOlPK!Z,[ _rels/.relslj0 ``t_Pƈ[>,dgzjǎ?I'f#®Pb-\/Ƿ0Z]nLnp__3.iJV KQBiDžrL,Vʌ/7р4`ANar+m;E/'3U Aںv83/PK!GӤTdrs/downrev.xmlDQO0M5MZBLfpY/[amn';VѴ'l唶a,D [gI•lַ7+̕lA!,AlQBcs Ȧ8$iy&37mzhH؞}YfvHǧ~8O)X1R$̧l촻VH^BKPK-![Content_Types].xmlPK-!Z,[ _rels/.relsPK-!GӤTdrs/downrev.xmlPK PPH$D  0 8 ,HR mission statement is in alignment with the organization s mission statement. Focuses on satisfying customer needs. Motivates and inspires employee commitment. Realistic, clear and easily understood. Specific, short, focused, and memorable.  A H l 0޽h ? f3|h`___PPT10@. x/c+G)D' = @B D' = @BA?%,( < +O%,( < +D' =%(%(D' =%(D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*lP%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*lPD' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*lPD' =%(D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*lPv%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*lPvD' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*lPvD' =%(D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*lv%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*lvD' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*lvD' =%(pD' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*l%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*lD' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*lD' =%(@D' =4@BBBB%(D' =1:Bvisible*o3>+B#style.visibility<*l%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*lD' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*l+"^" 0L0 p@(  p p  x8gֳgֳ?Rectangle 2pP   8 OMission A Y p ^<,e,e?Text Box 3"PK![Content_Types].xml|N0 HC+jS8 @:Q۸ ??\o<7p]V޷O(I'6E=, ){Ō4>I)q7UuDހǏ)}nL"Mᴸ&g0eSA)΄2';2 WYu7{ɯΒzŘqFrj9K*(]mOlPK!Z,[ _rels/.relslj0 ``t_Pƈ[>,dgzjǎ?I'f#®Pb-\/Ƿ0Z]nLnp__3.iJV KQBiDžrL,Vʌ/7р4`ANar+m;E/'3U Aںv83/PK!̉Fdrs/downrev.xmlD]K0Cx\ReCaůuĻy7%] ^óXc:M0 X#X-OO*@%ذ+ &>I)q7UuDހǏ)}nL"Mᴸ&g0eSA)΄2';2 WYu7{ɯΒzŘqFrj9K*(]mOlPK!Z,[ _rels/.relslj0 ``t_Pƈ[>,dgzjǎ?I'f#®Pb-\/Ƿ0Z]nLnp__3.iJV KQBiDžrL,Vʌ/7р4`ANar+m;E/'3U Aںv83/PK!drs/downrev.xmlDAK@aK{(!v[UA&^i 6׻x7|oL'.|kY4A\Yr`W= |@Y&#yX-ooi{-]Pa&>W ShvxpY̥B=4TQP~哏PMis7R D!?z_Tdmz>S/6\PK-![Content_Types].xmlPK-!Z,[ _rels/.relsPK-!drs/downrev.xmlPK ,$ 0 JExample of a supporting HR Mission Statement: Human Resources will provide high quality advice, clarity and assistance in the human elements, which will be aligned with the business needs of the organization.4$( 2.CC  p H<?Rectangle 5"PK![Content_Types].xml|N0 HC+jS8 @:Q۸ ??\o<7p]V޷O(I'6E=, ){Ō4>I)q7UuDހǏ)}nL"Mᴸ&g0eSA)΄2';2 WYu7{ɯΒzŘqFrj9K*(]mOlPK!Z,[ _rels/.relslj0 ``t_Pƈ[>,dgzjǎ?I'f#®Pb-\/Ƿ0Z]nLnp__3.iJV KQBiDžrL,Vʌ/7р4`ANar+m;E/'3U Aںv83/PK!m4PK-![Content_Types].xmlPK-!Z,[ _rels/.relsPK-!+B#style.visibility<*p%(D' =-6B'blinds(horizontal)*<3<*pDP' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*p*%(D' =-6B#blinds(vertical)*<3<*p*DP' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*p*%(D' =-6B#blinds(vertical)*<3<*p*D' =%(DP' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*p.%(D' =-6B#blinds(vertical)*<3<*p.D' =%(DP' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*p.%(D' =-6B#blinds(vertical)*<3<*p.++0+p0 ++0+p0 ++0+p0 +"p 0L0 _W t(  t. t  x?<gֳgֳ?Rectangle 2P `   < bHR Actions Supporting Values A | t  x$C<gֳgֳ?Rectangle 3   < ( Integrity by Accountability by Z       ) ) t  xK<gֳgֳ?Rectangle 4 I < 1Maintaining confidentiality and professionalism, treating others with respect, courtesy and fairness Taking personal and professional responsibility for our actions, maintaining a consistently high level of performance & Z Z H t 0޽h ? f3|___PPT10i.I5+D=' D= @B +"s  0L0 b Z @   (   .   x${<gֳgֳ?Rectangle 2   < bStrategic Planning Process A   Gz:m  C ,Diagram 3" Bq ?  ۈ͖FۈY]F#Dͅ?x: P <r   s BX99?AutoShape 4Gz:m2   bGHI _s3076" - 2   hZGHI _s3077"  4  2   hGHI _s3078" = 2   hGHI _s3079" y4     Jx<_s3080" I  z*Phase One Strategy Formulation/ Framework4+  G !G   J<_s3081" 2   t$Phase Three Strategy Implementation4%  G G   J4<_s3082" A  !Phase Four Strategy Evaluation B"  G GC    J<_s3083"  {  gPhase Two Strategy Development,   C C  H<?Text Box 13 ` |Source: SHRM Learning System( 2C  H  0޽h ? f3|___PPT10i.Э>+D=' D= @B +" 0L0 `xg(  x& x  x<gֳgֳ?Rectangle 2 p  < ZStrategy Development A  x  x <gֳgֳ?Rectangle 3`  < wConduct a SWOT analysis, including an environmental scan. 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Shore up your weaknesses. Capitalize on your opportunities. Recognize your threats.m mA mH  0޽h ? f3|___PPT10. w+n*DU' == @B D' = @BA?%,( < +O%,( < +DG' =%(%(D#' =%(D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*D' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*D#' =%(D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*D' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*D#' =%( D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*3%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*3D' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*3D#' =%(D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*3U%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*3UD' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*3UD#' =%(D' =A@BBBB0B%(D' =1:Bvisible*o3>+B#style.visibility<*Um%(D' =+4 8?\CB#ppt_xBCB#ppt_xB*Y3>B ppt_x<*UmD' =+4 8?dCB1+#ppt_h/2BCB#ppt_yB*Y3>B ppt_y<*Um+p+0+0 ++0+0 +"I 0L0 80(  $   x=gֳgֳ?Rectangle 2  = XGoals & Objectives A d   x̺=gֳgֳ?Rectangle 3@ = JOutcomes which mark and measure the journey towards the vision. Define what intermediary steps need to be achieved in order to fulfill the mission statement. HR goals should be tied to the organization s goals. Creates a culture that makes people feel responsible for not missing a deadline.  & %A &H  0޽h ? f3|___PPT10i.КK+D=' D= @B +"f 0L0 UM(     x=gֳgֳ?Rectangle 2  = P Objectives  A    x=gֳgֳ?Rectangle 3p =`X___PPT9:2 UFocus on: Client base and satisfaction Sustainability, profitability and other institutional development objectives Quantity and quality of programs and services    "    CCC A   H  0޽h ? f3|___PPT10i.'o+D=' 6= @B +"u  0L0 d \   (  .    x=gֳgֳ?Rectangle 2   ? bStrategic Planning Process A   Gz:m C ,Diagram 3" Bq ?  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ZRolling Out the Plan A o   x{?gֳgֳ?Rectangle 3 ? [Consider an HR open house or a state of the union meeting. Make the announcement exciting and get everyone involved. Distribute highlights of the plan to everyone in the organization. Incorporate your strategic plan into new hire orientation for HR employees and new managers/leaders. Incorporate portions of the plan in policies and procedures. \ P\A \H  0޽h ? f3|___PPT10i.0+D=' D= @B +"q ! 0L0 ` X `  (  .    xp?gֳgֳ?Rectangle 2   ? bStrategic Planning Process A   Gz:m C ,Diagram 3" Bq ?  I8gI8geI8gF\ ~eq$՗ ~$jI8g$՗EwGx: P ?r  s BX99?AutoShape 4Gz:m2  bGHI _s5124" - 2  hZGHI _s5125"  4  2  hGHI _s5126" = 2  hGHI _s5127" y4    J\?_s5128" I  z*Phase One Strategy Formulation/ Framework4+  G !G   J?_s5129" 2   t$Phase Three Strategy Implementation4%  G G   J̷?_s5130" A  w!Phase Four Strategy Evaluation :"  C CC    JD?_s5131"  {  oPhase Two Strategy Development4   G G   H$??Text Box 13 ` zSource: SHRM Learning System 2C  H  0޽h ? f3|___PPT10i.Э>+D=' D= @B +"j" 0L0 YQ(  %   x|?gֳgֳ?Rectangle 2  ? YStrategy Evaluation A    x?gֳgֳ?Rectangle 3@ ? rMeasuring your results. Review strategies at planned intervals. 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Lack of communication. Focusing on the day-to-day. Creating an overwhelming and/or meaningless plan. Failing to consider implementation at the planning stage. Lack of accountability and empowerment. No progress report.  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(    *  F@?Text Box 4  Stephanie Welsh, Managing Director Welsh Henning Consulting LLC swelsh@welshhenning.com O: (773) 373  3268 M: (773) 425 - 39790# F]8 F2C@) 0@W H  0޽h ? f3|___PPT10i.V2+D=' D= @B +"m' 0L0 \T (     x@gֳgֳ?Rectangle 2` `s @ \ Presentation developed by Welsh Henning Consulting in collaboration with Kaufman, Von Stueben & Associates. Sources The Strategic Impact of HR, Harvard Business Review Applied Strategic Planning: How to Develop A Plan that Really Works Gaining and Sustaining Competitive Advantage Strategic Planning for Dummies SHRM.org WorkforceManagement.com ^u  m$ ]H  0޽h ? f3|___PPT10i.W[i+D=' D= @B +" 0 P(  3  3 #Bj!Bj!1?Rectangle 7   h*  H   r0e0e?Rectangle 2BH      x(Bj!Bj!?Rectangle 3 G!   2  H  0"jB ? ̙3380___PPT10.|s  0 p(  3  3 zBj!Bj!1?Rectangle 7   h*  H   r0e0e?Rectangle 2BH      xBj!Bj!?Rectangle 3 c!   2  H  0"jB ? ̙3380___PPT10.r@|  0 (  3  3 གBj!Bj!1?Rectangle 7   h*  H   r0e0e?Rectangle 2CH      x0ƂBj!Bj!?Rectangle 3 G!   2  H  0"jB ? ̙3380___PPT10.B|   0 (  3  3 2Bj!Bj!1?Rectangle 7   h*  H   r0e0e?Rectangle 2CH   2   xBj!Bj!?Rectangle 3 G!  2 2  H  0"jB ? ̙3380___PPT10.B|  0 (  3  3 M2Bj!Bj!1?Rectangle 7   h*  H   r0e0e?Rectangle 2CH   2   x`U2Bj!Bj!?Rectangle 3 G!  2 2  H  0"jB ? ̙3380___PPT10.B|@N 0 (  3  3 2Bj!Bj!1?Rectangle 7   h*  H   r0e0e?Rectangle 2BH   2   x02Bj!Bj!?Rectangle 3 c!  2 2  H  0"jB ? 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2  H   0"jB ? ̙3380___PPT10.4J*: 0 $(  $3 $ 3 `U l $(,0589k=AEIMQU Z#^bfjnrTwOh+'0 $ H T ` lxSo You Want to be StrategicSTEPHANIE WELSH 01018456STEPHANIE A WELSH5Microsoft PowerPoint 7.0@E1e@@@d՜.+,D՜.+,8   $ ,4<D L On-screen ShowWELSH HENNING CONSULTINGۉv(( .Times New RomanArial Trebuchet MS GaramondTimes 01018456So You Want to be StrategicAgendaWho Are HR Strategic PartnersWho Are HR Strategic PartnersSlide 5#Why Its Important to be StrategicSlide 7Board and Investor Interest Business Issues = People IssuesStrategy DefinedPoints on StrategyWhat it Means to be StrategicStrategic PlanningStrategic PlanningStrategic Planning ProcessStrategic Planning ProcessStrategy Formulation/FrameworkVision!Characteristics of a Good Vision HR VisionMission"Characteristics of a Good MissionMissionHR Actions Supporting ValuesStrategic Planning ProcessStrategy DevelopmentSWOT ANALYSISSWOT in ActionGoals & Objectives ObjectivesStrategic Planning Process Elements of Plan ImplementationRolling Out the PlanStrategic Planning ProcessStrategy EvaluationMeasuring Your ResultsMeasuring Your Results Pitfalls to Avoid Thank You Slide 40  Fonts UsedDesign Template Slide Titles(h(T\P _PID_HLINKS _TemplateIDA mailto:swelsh@welshhenning.commailto:swelsh@welshhenning.comTC010184561033)_XtSTEPHANIE A WELSHSTEPHANIE A WELSH  !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~Root EntrydO)Pictures_Current UserSummaryInformation(PowerPoint Document( |tDocumentSummaryInformation8