This process group covers setting the direction for the HR function and the workforce as a whole. It includes defining strategic HR needs, deciding the roles, structure, delivery model and cost base of the HR function, and agreeing the measures used to judge its performance. It also takes in the wider workforce plan, covering compensation strategy and incentives, succession, leadership pipelines, diversity and inclusion, talent acquisition and development programmes, benefits design and HR policy authoring and administration. The group closes the loop by tracking whether objectives and business contributions are realised, sharing progress with stakeholders, and revising the plans. Competency models that underpin role design sit here as well.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.