How is the recruitment integrated with corporate and business unit planning?

agree with mr.Vinod Jetley  

MR. VINOD IS ALWAYS BEST............ WHAT ELSE , I CAN ADD ?

Simply monitoring the execution of strategic initiatives is not sufficient: their successful implementation also depends on how managers are evaluated and compensated. Yet only36 percent of the executives we surveyed said that their companies’ strategic-planning processes were integrated with HR processes. One way to create a more valuable strategic-planning process would be to tie the evaluation and compensation of managers to the progress of new initiatives.

Although the development of strategy is ostensibly a long-term endeavor, companies traditionally emphasize short-term, purely financial targets—such as annual revenue growth or improved margins—as the sole metrics to gauge the performance of managers and employees. This approach is gradually changing. Deferred-compensation models for boards, CEOs, and some senior managers are now widely used. What’s more, several companies have added longer-term performance targets to complement the short-term ones. A major pharmaceutical company, for example, recently revamped its managerial-compensation structure to include a basket of short-term financial and operating targets as well as longer-term, innovation-based growth targets.

Although these changes help persuade managers to adopt both short- and long-term approaches to the development of strategy, they don’t address the need to link evaluation and compensation to specific strategic initiatives. One way of doing so is to craft a mix of performance targets that more appropriately reflect a company’s strategy. For example, one North American services business that launched strategic initiatives to improve its customer retention and increase sales also adjusted the evaluation and compensation targets for its managers. Rather than measuring senior managers only by revenue and margin targets, as it had done before, it tied20 percent of their compensation to achieving its retention and cross-selling goals. By introducing metrics for these specific initiatives and linking their success closely to bonus packages, the company motivated managers to make the strategy succeed.

An advantage of this approach is that it motivates managers to flag any problems early in the implementation of a strategic initiative (which determines the size of bonuses) so that the company can solve them. Otherwise, managers all too often sweep the debris of a failing strategy under the operating rug until the spring-cleaning ritual of next year’s annual planning process.

Your organisation needs a clearly defined resourcing strategy to ensure that it’s effectively staffed with skilled professionals. That’s how your business can tackle the challenges and opportunities of the future in a sustainable way. 

When planning for the future, make sure that your key capabilities and resources are in place when you need them.

Being strategic about human resource management means being visionary and identifying the people you need in the long term to implement your business strategy.

Mercuri Urval’s Strategic Recruitment Solutions help our clients create the right hiring strategy – this includes workforce planning, developing multiple organisation and role profiles, and project-managing volume recruitment. Whether your organisation needs to recruit a new team or business unit – or simply plan its resource capability for the longer term – we should be your professional partner in strategic human resourcing.

Strategic Recruitment Services typically involve: 

• Understanding your business strategy and resource demands
• Reviewing personnel skills
• Identifying the capabilities and workforce planning you’ll need in the future
• Defining a recruitment strategy in alignment with your business goals
• Executing large national and global recruitment programmes
• Integrated management of all candidate-sourcing channels
• Volume assessment, capability profiling and integration services

Thanks for the invitation

Good question

Agreed with the excellent description

give by Mr.:Jetley

thanks for JETLEY

I agree with well explained answers given by Mr. VENKITARAMAN KRISHNA MOORTHY VRINDAVAN & Mr. Vinod Jetley

Agreed with previous answers, thanks for the invitation.

Recruitment will be according to organizational business plan and it would be link with organizational strategic objectives. Cross functional meeting may be helpful to integrate the recruitment system with different parts of the organization.