3. What is a strategy?
´ Strategy is a general plan to achieve one or more long-term or overall
goals under conditions of uncertainty. Wikipedia
´ Strategy is simply the goals you choose and the actions you take to
achieve those goals.

4. Why you need a strategy?
´ Define your Purpose & Direction

5. Your mission
´ Why do you exist?
´ What are you trying to achieve?

6. Zain Group HR Mission
´We commit ourselves to building a unique
human centric model organization that
attracts and retains the best talents. We
tailor to our staff “wants” not just “needs”
by providing the best Employee
experience in the market

7. Zain Group HR Vision
´ we aspire to become the most desired employer by helping our staff achieve their
dreams as it relates to
F u n
Freedom
Fortune
Fitness
Future

8. Zain Values

9. What are your objectives?
Start with the end in mind (S. Covey)
What would successful HR function
look like?

10. What are the main roles of HR function?
Strategic
Partner
Change
Agent
Administrative
Partner
Employees
Champion
Operational
Process People
Strategic
Which of these
Roles are essential
for your success?

11. What role do you like to play?
11
All HR Roles are essential for success
Stress on all areas
Administration
Expert
Employees
Champion
Change
Agent
Strategic
Partner
No chance to only focus on one
You have to keep a balance

12. The HR Role Balance
12
• Org. structure & design
• Policies & processes
• Performance Management
• HR Digitilization
• Total Rewards
• Leadership
• Culture
• Training
• Motivation
• Alignment
Hard
Soft
You have to keep the balance

13. How can you develop a winning strategy for
HR?

14. Developing your strategy
Current
Status (Now)
Required
Status (Future)
Gaps/Challenges
Opportunities
HR Strategy
HR
Initiatives

15. Current status (where are we now?)
Strengths Weaknesses/Challenges
Opportunities Threats
SWOT Analysis

16. Challenges/opportunities for HR Leaders
16
Flexible
hours
Workforce
diversity
Technology
& innovation
Nationalizatio
n
Globalization
Outsourcing
Boundary-less
organization
Virtual
teams
local &
International laws
& regulations
Customers demands
Cut costs
High competition
Uncertainty

17. Listen to your Customers
17
Who are your customers?
What are their needs/wants?
What capabilities you need to meet these needs?
How can you measure their satisfaction?
How can you improve your services?
Your Service
(Value Differentiator)
Customers
Expectations
>
What’s your promise?

18. What makes a great HR function?
Main elements:
´ Clarity of HR Strategy
´ Solid Policies & Procedures
´Competitive Compensation & Benefits
´ Staffing & Placement
´Continuous staff training and development
´Good relationship with employees in terms of empathy, listening,
involvement, taking actions, solving problems.

19. Building organization strategy & objectives
1. Identify Org. strategy & objectives
2. Identify Key initiatives to achieve these
objectives
4. Assess existing people capabilities
5. Develop and/or attract employees to
reach expected results
6. Measure & Evaluate performance and
reward achievements
3. Identify required org structure &
people needs – skills & abilities
How can HR fit in
achieving org.
strategy &
support in
achieving
competitive
advantage??

20. HR translating business strategies: the link to
corporate goals and global strategies20
Revenue,
Profit,
Growth
Org. Business
Strategic Plan
& Goals
Support Strategic Initiatives
Supporting Culture/Work Environment
Enhance HR services
HR Strategic Initiatives
Facilitate cross functional collaboration

21. HR translating business strategies: the link to
corporate goals and global strategies21
Organization Vision, Mission & Strategic objectives
Operational Plan (yearly) Business Plan (3- 5 years)
HR Operational Plan,
yearly objectives
HR Business Plan - Roadmap
(HR vision, mission, str. Objectives)
HR yearly initiatives HR strategic initiatives
HR performance measures
Monthly/quarterly executives dashboard

22. HR Strategic objectives (Sample)
´ Make HR strategic partner
´ Develop Leadership Capacity
´ Recognize, reward and retain talent
´ Build performance based culture
´ Enhance HR Services to increase efficiency and effectiveness

23. How can we measure success?

24. Success Indicators (KPIs)
Quality
Time
How can we measure success?

25. What would success look like?
Ø For management:
´ Produce high profits through achieving the organization
goals by their employees.
Ø For employees:
´ Let them know how their job impacts the company and
its clients.
´ Show recognition and express gratitude.
´ Promotion and career growth opportunities.

26. How can we measure success?
Sample KPIs
q Employees’ satisfaction Rate
q Employees’ engagement Index
q Costs per employee
q Time to fill vacancies
q Quality of hire
q Retention Rate
q Absenteeism Rate
q Turnover Rate
q Responsiveness to employees’ requests

27. HR Continuous Improvement Framework
27
ACT PLAN
CHECK DO
HR objectives
1- Focus on priorities –
Strategic/Operational
(Do the right things)
2- Do things right the
first time
(Right people, culture,
processes, systems, etc.)
4- Share Lessons
Learned & Success
Stories
Reward & Celebrate
3- Measure (soft
& hard), Evaluate
& Learn

28. What do you need to achieve success?
q Understand the business needs & priorities
q Build win-win relationship
q HR Budget
q HR System
q Competent employees
q Top management support

29. Is HR Strategic partner Checklist
29
HR is part of the weekly/monthly executive meeting
HR is involved in the strategic planning process
HR initiatives are linked with strategic objectives
HR is affecting the decision making process
HR has clear performance measures (KPIs)
HR measures are part of the executive dashboard measures
(organization scorecard)
HR encourages strategic conversation between different functions
People comes to HR asking for advice
People are excited to work in HR projects
People are telling success stories about your support to them

30. So where to start?
Focus on 2 -3 strategic initiatives in your organization
Engage your team to see what role HR can play to make
them successful – focus on your strengths
Find your supporters in other departments (win-win)
Ask them how you can cooperate together to achieve
results
Select your best people to contribute in this project
Measure your value added & make it part of periodical
reporting system for top management
Promote success stories in the organization – let others talk
about team success
Always ask for feedback & learn from mistakes
Celebrate success & reward achievers.

31. Why you need a winning strategy for HR?

32. Why you need a winning strategy for HR?
´ It’s time to position yourself in your organization
´ Add value to your organization
´ Add value to your people
´ Leave a legacy

33. So are you ready to build your legacy?

34. YES YOU CAN

35. Many Thanks & Best Wishes
drmohamedrabie@gmail.com