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Strategic Challenges for

leadership

Chapter 10

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Strategic Challenges across the HR

Policy Clusters

Hr policies have different clusters based on which HR

Managers can develop various strategies like:

Talent identification

Human capital developmentReward management

Employee relations

HR policiesto safeguard you

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Strategic issues involved in HR

roles

Redesigning:

HR Outsourcing and Role delivery

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To do business in a global environment it is important

for organizations to understand cultural differencesand develop cross cultural differences

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Understanding Cultural Differences

Greet Hofstede identified five dimensions of culture

which influence work related attitudes of employees.

They are:

Individualism Vs CollectivismPower distance

Uncertainty Avoidance

Masculinity Vs Femininity

Time Orientation

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Workforce diversity

Diversity refers to differences in age, personality, ability

and social status. The changing demographics have

resulted in increased attention to diversity. The issues

to be addressed are:-

Gender Diversity

Age Diversity

Cultural Diversity

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Succession Planning

Succession planning is the process of identifying ,

assessing and developing talent to ensure that every

key position in the organization is held by an

efficient leader

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SUCCESSION PLANNING SYSTEM

Company Strategy

Performance

review

Potential

assessment

Company

needs

Succession

planning

Succession

plans

EExit plans

Talent

management

plans

Strategy is a

driven activity

that consist of

the goals and

objectives ofeach department

and fitting into

the vision and

mission of the

Municipality.

Identifying and

developing

leaders is part of

a strategy and is

not reserved for

a few selected

people

Performance reviews

done on an individual

basis. Part of the review

must include the

determination of thepotential of the person

and the preparation of

such an individual to

address the needs of the

department in particular

and the Municipality as a

whole

To ensure long terms

staffing of managerial

and other key positions

To coordinate cross

departmentalmovements

To monitor theongoing development of

managers

To ensure state-of-the-art managerial

development processes

To identify possibleexits

Who is going where?

Performance and retirement

exits

Critical, core and scarce

skills at all levels identifiedIndividuals with high

performance abilities

identified

Individuals with strong

academic roots combined

with exceptional personal

attributes identified

Innovative, creative

individuals identified who can

open up new landscapes

Individuals in designated

groups identified who have

the potential to develop into

new leaders

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Benefits of Succession Planning

It assures the continuity of leadership in

organizations.

It contributes to the success of the organization.

It guides the development activities of key executives.It ensures that the senior management does a

disciplined review of the leadership talent available

within the organization.

It helps review the selection , appraisal and

management development processes.

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Leadership In Family owned and

Professionally Owned firms

It is difficult to separate ownership and management

in such business.

Mostly have family members on the board.

Issues of trust, control systems and governancesurface in such business.

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Reasons behind transition of family owned

business into professionally owned business

Globalization

Increased complexity

Need for specialist expertiseCompetitive pressures

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Strategies for successful Transition of family

owned business into professionally owned

business

Freedom to professional managers

Change in the mindsetOwnership

Determination

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Women CEOs

Make better managers as they are known to be

intitutive, conscentitious, sensitive , sympathetic,

caring and innovative.

Sulajja Firodia motwaniManaging Director ofKinetic Finance. And Joint managing Director of

Kinetic Honda ltd.

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Glass Ceiling

The term glass ceiling was originally coined in the early 1990s in aWall Street Journal column titled The Corporate Woman. The glassceiling is defined as, Any unacknowledged discriminatory barrier thatprevents women and minorities from rising to positions of power orresponsibility, as within a corporation. Although this term is widelyaccepted, the issue itself has served to be a topic of ongoing debate. Whilefemales have made strides since the Womens Rights movement firstbegan, in the opinion of Professor Rapping, the glass ceiling definitelystill exists.

And its a challenge for leadership.

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THANKYOU