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Texas ACA ExchangeIn these cases, the HR plan becomes a process for shaping Texas ACA Exchange rather than business priorities. In extreme cases, HR plans are created with little or no notice by or input from managers outside the HR function. While the result may be an elegant document, these isolated HR plans add little value to the business because they remain separate from the business planning process. The real challenge of HR planning is to occupy the continuum’s middle ground to integrate HR practices into the business strategy. In these initiatives, Texas ACA Exchange planning becomes an integral part of a business planning process. HR professionals work with line managers to identify HR practices that accomplish business strategy. The outcome of integrated business/HR plans is an architecture or framework for incorporating Texas ACA Exchange practices into business decisions to ensure results. At Frontier Communications, the work by Janet Sansone has resulted in the use of a set of HR questions to help create business plans. Her participation with the executive committee has helped ensure that each business decision pass the HR test. In a series of acquisitions, for example, HR issues were systematically considered before the acquisition. Management was prompted to ask key questions: Will the acquired firm’s talent add value to Frontier? Will Texas ACA Exchange practices (for example, compensation, training, appraisal, and retirement) of the acquired firm be congruent with Frontiers, and, if not, what will be the cost of integration? Will the acquired firm’s management style and corporate culture be consistent with those of Frontier? By asking these questions, Sansone becomes a strategic partner, integrating her work with the company’s business plans. Challenge 4: Watch Out for Quick Fixes Everyone wishes there were a magic elixir to fix every Texas ACA Exchange problem. Reports about early success with a weight-loss drug used on obese mice brought thousands of calls to Amgen, the drug’s producer. |
