Resources are always factors play an important role in every business. Work resource management also not simple, in addition to the hr department needs equipped with the skills and professional knowledge, then further use of the tool support is also essential. “Map strategy hr” is a useful tool to support the management outline the structure of strategic resources to fit with the overall objective of the business.
1. Strategy map what is?
In 2001, two expert business strategy is Robert S. Kaplan and David P. Norton, the creator of the system performance measurement, the balanced scorecard was referring to the strategic map in a book named Organization focused on strategy.
In that map human resource strategies, a mere 1 single page to describe and convey how to achieve long-term goals. As well as indicating the way to the hr department to increase the value trading strategies.
Not only outline the goals, but also given the hint in order to achieve those goals. Ensure the connection, clarity, as well as communicate between what hr departments do and what the organization should help the administrator to easily visualize the implementation of the strategy.
2. The main elements of the strategy map hr
The current strategy map will include 4 key elements such as: Customer, process, finance, learning and development
The search goes deeper and more detailed understanding of the factors as follows:
a. Financial factors
The growth of finance, revenue, increased labor productivity, as well as maximizing shareholder value in the long term, but also to reduce the cost of personnel is the top goal and important that every organization and business are desired and towards.
b. Element Customer
See every employee as a customer, because only when the internal customer satisfaction, the new creation is productivity and quality. Besides, businesses also need to create the working environment ideal professional staff to develop together.
c. Elements process
Need to describe the steps made clear on the process template on how to set up a strategy map, to ensure the outputs are team of hr in the organization. Should apply the recruitment process optimization, system administration, human resources, capacity development, hr strategy, increase staff productivity.
To build a team of strong, businesses need a clear process, from effective recruitment, talent management, competency development to optimum work productivity. If, however, no support system, the deployment of this strategy vulnerable to errors and inefficiency.
Lac Viet SureHCS help enterprises standardize the recruitment process, personnel management, and capacity development staff by platform digitized comprehensive. With features such as automated recruitment, records management, hr focus, capacity assessment and performance tracking, SureHCS help businesses ensure hr strategies are effectively implemented, contribute to improving productivity and competitiveness.
LAC VIET SUREHCS – A CUSTOMIZED, IN-DEPTH HUMAN RESOURCE MANAGEMENT AND COMPENSATION & BENEFITS PLATFORM FOR BUSINESSES
Lac Viet SureHCS is software HRM personnel management comprehensive, developed by Lac Viet – unit more than 30 years of experience in the field of management software business in Vietnam with international standards such as CMMI Level 3, ISO 9001:2015 and ISO 27001:2013.
SureHCS not only meet the professional personnel standards, which are designed to handle the hr – C&B – wages complex, large-scale, multi-company, multi-sector, in particular in accordance with FDI enterprises, corporations, factory, logistics, aviation, hotel, trade – in service.
The system is flexible deployment On-premise or as a custom model in depth, to help businesses automate the entire process hr – attendance – payroll – benefits – insurance, complete replacement job management using Excel discrete.
Feature highlights:
- The Recruit – Training: Management throughout the recruitment, integration, training, hr support and build the Talent Pipeline for large-scale enterprise.
- Port information & records Management personnel: Store personnel records, electronic focus, portal self-service for employees and contract labor power on the system.
- The timekeeper: Dots, multi-form (fingerprint, face recognition, Face ID, GPS, Wifi, online), connect many types of timekeeper, support attendance by the hour, shift flexibility for the plant, and hotels.
- The payroll & C&B: Automatic salary calculation according to many models (hour, shift, product, 3P, KPI performance...), link directly attendance data – performance – welfare, completely replace the salary calculator using Excel.
INTEGRATED AI ACCELERATION CONVERTER OF PERSONNEL
Lac Viet has officially launched The 3 AI assistant hr deeply integrated into the LV SureHCS including LV-AI.Docs, LV‑AI.Resume and LV‑AI.Help to automate the task administration, standardized data enhanced experience personnel
- LV‑AI.Docs: automatic dissection transfer data from documents such as CCCD, windows, SOCIAL insurance, by level of digital records, standardized
- LV‑AI.Resume: analysis of CV auto, construction, candidate profile, find people with the right criteria by prompt intelligent data mining candidate pool efficiency
- LV‑AI.Help: chatbot internal support, answer questions HR 24/7 access form process quick contextual user
TYPICAL CUSTOMERS ARE DEPLOYING LV SUREHCS
SureHCS are trusted and used by many large enterprises and leading corporations such as: Coca-Cola, Takashimaya, Textile Successful Plastic, Long Thanh, Phu Hung Life, the airports of Vietnam (ACV), the enterprise division of SGCthe FDI enterprises in the fields of production, logistics, trade – in service.
- Coca-Cola Vietnam: System deployment LV SureHCS to digitize comprehensive human resource management group has standardized the data, the optimal operating HR according to international model.
- Textile company Success (TCM): Application LV SureHCS to manage hr, payroll, benefits, timekeeping and capacity profile for nearly 5,000 employees across 5 areas of activity – from textiles and fashion to real estate.
- Total company air Port, Vietnam (ACV): Choose to trust LV SureHCS to operate the system large-scale personnel with over 10,000 employees, 24 subdivisions, solved the problem of complex business of modeling state-owned companies.
SureHCS particularly suitable for:
- Large-scale enterprise, from 300 to over 10,000 personnel
- Corporations, businesses, multi-subsidiary, multi-branch
- FDI, manufacturing, factory, logistics, aviation should attendance – analysis ca – salary calculator complex
- Businesses are C&B peculiarities, need custom depths according to the actual operating
- Businesses are personnel management using Excel, many types of timekeeper, need to automate the entire process
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WHY BUSINESSES SHOULD CHOOSE TOUCH THE SUREHCS?
- Customized according to the actual business, no pressure mold as packaged software.
- Handle the personnel – salaries complex that many software HRM other does not respond.
- Deep understanding operated business English & FDI, ensure compliance with legal Vietnam (labour, SOCIAL insurance and personal income tax).
- Ecosystem integration strength: attendance – payroll – bank – SI – electronic contract.
See details, feature & get FREE Demo
CONTACT INFORMATION:
- Hotline: 0901 555 063
- Email: [email protected] | Website: https://www.surehcs.com/
- Office address: 23 Nguyen Thi Huynh, Phu Nhuan, ho chi minh CITY.CITY
d. Elements of learning and development
To finalize the strategy map should define what hr must do to high level knowledge, skills, expertise and capacity resources to go to goals. Improving and developing the hr team in the competition stage fierce is the work essential. Is leverage to help businesses break through every challenge and sustainable development with 1 dynamic resource professional.
3. How to create table hr strategies
a. Arrange the layout according to the logical order
Strategy map is divided into 4 sections as mentioned in section 2 are Financial, customer, processes, learning and development
For 2, the first part is setting up outputs-the expectations on the financial and customers in accordance with company objectives
In two the following is the description input internal, learning and growth, or the hr department planned to meet head-on.
The map will use the block matching that contains the content and connected the lines with each other to determine the relationship between the section also nhưu the target input output.
b. Define financial goals
Based on the map determine the exact financial output necessary to achieve the strategic goals of the company, such as increase sales, increase productivity and reduce labor costs.
c. Identify and set expectations to “customers”
Need to define customer personnel who are and describe specifically what they will do to ensure strategic reach and financial targets is also guaranteed. Also don't be too customer focused hr is 1 people, or 1 employee-specific, which can be things related to employees such as quality of work, remuneration, or health, is the recognition, favors...such.
To recruit and retain talent, it maps strategic hr is considered a useful tool in the current period. Medium to help businesses harness the maximum effective resources out there, just build more sustainable value.
Hope this article helped you will have more useful information in work. To know more other useful information stay tuned SureHCS.
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