Human Capital Entremaneur Strategy Soluitons Deck

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Aligning the deployment of Human Capital and the HR Scorecard with the Business Strategies as a whole. Global Human Capital deployment works only when you align all the pieces - Finances + Operations + PEOPLE = YOUR Successful business

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  • Speaking Points: Your Business has embarked upon a company-wide initiative EPM = Enterprise Performance Management Aligning corporate strategy and vision to business unit/department’s The next level in Your Business’s ability to stay competitive and report financial results and performance result in real time – and adjust accordingly in real time
  • Human Capital Entremaneur Strategy Soluitons Deck

    1. 1. You Talk! We Listen! Together we define and design business simplicity FINANCIALS + OPERATIONS + PEOPLE PERFORMANCE = YOUR BIZ . Human Capital Scorecard & Global Strategy Deployment Entremaneur
    2. 2. HR Global Talent discover • plan • execute • succeed A completely new world Managing human capital in today’s global enterprises Global firms’ continued growth and success depends on their ability to compete for top-notch talent.
    3. 3. Managing Human Capital <ul><ul><li>Where to find the talent? </li></ul></ul><ul><ul><li>How to deploy our workforce effectively around the world? </li></ul></ul><ul><ul><li>Do we “have”, “build” or “buy” talent to meet business needs? </li></ul></ul><ul><ul><li>How to engage & reward a highly diverse/dispersed global workforce? </li></ul></ul><ul><ul><li>Is the right global leadership in place now – and the pipeline? </li></ul></ul><ul><ul><li>What about the HR function for a global organization? </li></ul></ul><ul><ul><li>Is our talent aligned with the strategic goals of the organization? </li></ul></ul><ul><ul><li>Do we have an innovative culture that can sustain competitiveness? </li></ul></ul>Questions discover • plan • execute • succeed
    4. 4. Looking Beyond <ul><li>Business and HR leaders must look beyond traditional solutions to find answers to these critical questions. </li></ul>discover • plan • execute • succeed They need to establish new rules for effective talent management and they must exercise creativity and flexibility in meeting the emerging talent challenges presented by globalization.
    5. 5. Maximizing Shareholder Value <ul><li>Which practices are critical? </li></ul><ul><li>Which control levers should HR pull to mobilize talent for strategy execution and maximize shareholder value? </li></ul>discover • plan • execute • succeed Rewards
    6. 6. Maximizing Shareholder Value <ul><li>Cause-and-Effect relationship between HR deliverables/functions and customer/shareholder value </li></ul><ul><li>Achieving recruiting and retention excellence </li></ul><ul><li>Creating a total reward and accountability orientation </li></ul><ul><li>Establishing a collegial, flexible workplace </li></ul><ul><li>Opening up communication between management and employees </li></ul><ul><li>Implementing focused HR technology </li></ul>discover • plan • execute • succeed Maximizing shareholder value requires focus on:
    7. 7. HR Strategy Alignment discover • plan • execute • succeed Learning & Growth Internal Processes Internal Customer Financial Performance Create Alignment <ul><li>Identify HR activities that drive business performance </li></ul><ul><li>Link people and processes to organizational strategy </li></ul><ul><li>Identify actionable metrics to measure effectiveness </li></ul><ul><li>Partner with IT to execute HR technology strategy </li></ul><ul><li>Identify required KSAs, behaviors, values required </li></ul><ul><li>Identify strategic job families that deliver results </li></ul><ul><li>Define competency model for job families </li></ul>Create Capability <ul><li>Information Capital </li></ul><ul><li>Global Core HRIS system </li></ul><ul><li>Talent Management System </li></ul><ul><li>HR data warehouse </li></ul><ul><li>Digital HR </li></ul><ul><li>Organizational Capital </li></ul><ul><li>Know business needs </li></ul><ul><li>Strategic identity </li></ul><ul><li>Manage change </li></ul><ul><li>Align workforce to strategy </li></ul><ul><li>Human Capital </li></ul><ul><li>Knowledge, skills, abilities & values </li></ul><ul><li>Improve business acumen </li></ul><ul><li>Develop strategic HR competencies </li></ul><ul><li>Enhance and communicate EVP </li></ul><ul><li>Attract , Develop, & Retain Talent </li></ul><ul><li>Develop leadership pipeline </li></ul><ul><li>Facilitate movement of talent across organization </li></ul><ul><li>Standardize MT program </li></ul><ul><li>Attract “best-fit” talent into company </li></ul><ul><li>Drive Organizational Performance </li></ul><ul><li>Align individual performance objectives to business outcomes </li></ul><ul><li>Improve performance management process beyond evaluation </li></ul><ul><li>Drive cross-functional alignment </li></ul><ul><li>Transform HR into Strategic Asset </li></ul><ul><li>Understand business needs </li></ul><ul><li>Consult on talent solutions </li></ul><ul><li>Provide metrics on effectives of HR </li></ul><ul><li>Increase utilization and effectiveness of HR assets through process and technology governance </li></ul>Improve impact of HR on business performance Build customer focused workforce Develop execution oriented culture Get the right people in the right place at the right time Promote company as an employer of choice Enhance Organizational Capability through Talent Effectiveness
    8. 8. Specific Company Practices <ul><li>Talent that hits the ground running </li></ul><ul><ul><ul><li>Companies need to hire people who are already stars at doing the same kind of work in a similar environment </li></ul></ul></ul><ul><li>Make it a great place to work </li></ul><ul><ul><ul><li>Make sure your company is known as a great place to work. Focus on refining and communicating employer identity </li></ul></ul></ul><ul><li>Make a presumption people are alike rather than different </li></ul><ul><ul><ul><li>Place your resources where they can do the most good </li></ul></ul></ul>discover • plan • execute • succeed
    9. 9. Specific Company Practices <ul><li>Synchronize pay - create opportunities </li></ul><ul><ul><ul><li>For all - salary, opportunity for a bonus and stock options - All should share in this opportunity, and then share in the rewards </li></ul></ul></ul><ul><li>Crucial importance - senior leadership </li></ul><ul><ul><ul><li>Strong trust and confidence in senior leadership provokes higher returns </li></ul></ul></ul><ul><li>Practice what you preach </li></ul><ul><ul><ul><li>Understanding the balance between day-to-day operations and big picture initiatives; HR must establish credibility through seamless performance; HR must link the human capital strategies to business strategies </li></ul></ul></ul>discover • plan • execute • succeed
    10. 10. Human Capitals Greatest Value Workforce behaviors that execute business strategy discover • plan • execute • succeed Employee skills have a market value based on what they are worth to the other companies… … but their strategic value is based on the role they play in your firm’s strategy execution.
    11. 11. Human Capital Business Defined Measuring the contribution of human resource management practices to the financial performance of the organization. discover • plan • execute • succeed Source: HR Scorecard: Linking People, Strategy, and Performance , Becker, Huselid, Ulrich, 2001 Entremaneur Human Capital Profile is the measuring stick!
    12. 12. Alignment Checkpoints <ul><li>Enterprise Value Proposition </li></ul><ul><li>Board and Shareholder Alignment </li></ul><ul><li>Corporate Office to Corporate Support </li></ul><ul><li>Corporate Office to Business Units </li></ul><ul><li>Business Units to Support Units </li></ul><ul><li>Business Units to Customers </li></ul><ul><li>Business Units to Suppliers / Alliance Partners </li></ul><ul><li>Business Support Units to Corporate Support </li></ul>Source: Alignment, Kaplan, Norton discover • plan • execute • succeed
    13. 13. Alignment Checkpoints discover • plan • execute • succeed Source: Alignment, Kaplan, Norton Board of Directors Enterprise Strategy Update Functional Strategy Update Customers SBU Strategy Update Support Unit Strategy Update Vendors/Alliances 1 2 3 4 8 6 7 5 Enterprise Strategy Map Board Strategy Map Enterprise Strategy Map Corporate Functional Strategy Map Enterprise Strategy Map SBU Strategy Map Enterprise Functional Strategy Map Business Unit Strategy Map SBU Strategy Map Support Unit Services Support Units Corporate Planning Process Business Planning Process
    14. 14. Linking People, Strategy & Performance <ul><li>Human capital becomes the key element in creating and sustaining value in business. </li></ul><ul><li>No consensus blueprint for recognizing, developing, managing, or measuring this intangible asset exists. </li></ul><ul><li>Thus begins - Entremaneur Strategic Solutions </li></ul><ul><ul><li>Real time approach to human capital performance </li></ul></ul><ul><ul><ul><li>vision, strategies, activities (people) </li></ul></ul></ul><ul><ul><li>On-line Strategy Questionnaire </li></ul></ul><ul><ul><li>On-site Strategy Session(s) </li></ul></ul><ul><ul><li>On-line Scorecard </li></ul></ul><ul><ul><ul><li>Ties real time people activities to strategies and vision </li></ul></ul></ul>discover • plan • execute • succeed
    15. 15. Entremaneur Strategy Process The ultimate… Four Distinct Steps discover • plan • execute • succeed … real time… … Executive & Company Scorecard!
    16. 16. Entremaneur Process in Play discover • plan • execute • succeed Breakthrough Performance Step 3: Company & Executive Real-Time Scorecards <ul><li>Organization Chart (s) </li></ul><ul><li>People & Time Chart (s) </li></ul><ul><li>Dollar Allocation Chart (s) </li></ul><ul><li>Vision, Strategy and Activity alignment Chart </li></ul>Step 1: Preliminary Business Strategy Profile <ul><li>5 – 10 minute online questionnaire </li></ul><ul><ul><li>Individual </li></ul></ul><ul><ul><li>Group Comparison / Recommendations </li></ul></ul>Step 2: Strategic Onsite <ul><li>On-site Consulting Services & On-line SCORECARD </li></ul><ul><ul><li>Onsite Strategy Session(s) </li></ul></ul><ul><ul><li>Onsite Integration, Implementation, Measurement & Management Session(s) </li></ul></ul>Step 4: Individual Performance Profile <ul><li>Performance Management </li></ul><ul><ul><li>Organizational Cascading & Alignment </li></ul></ul><ul><ul><li>Activity Performance Alignment Profile </li></ul></ul>
    17. 17. Business Strategy Continuum discover • plan • execute • succeed
    18. 18. Strategy Questionnaire BENEFITS and COST EFFECTIVENESS OF ENGAGING discover • plan • execute • succeed What Business Strategy Questionnaire does Benefits of Business Strategy Questionnaire What I can do with results of Business Strategy Questionnaire Simple delineation of Defined Vision and Strategies …a Simple Snapshot updated in real time Documents perceived Vision and Strategies and highlights inconsistencies Simple and quick assessment of Corporate Alignment – focus, control with integrated Vision and Strategies Alignment of Leadership Defines managements alignment, directs company to be on the same page, maintains simplicity Drives efficiencies & ties together Finances +Operations + People Performance Alignment of People Performance Defines that people activities compliment defined Vision and Strategies all the time, simply and in real time Uncover growth opportunities, drive business revenue, profitability, competition and internal hurdles Clear view of finances + operations + people performance and thus communication Defines where things are done, how they are done, and where $’s are allocated Improve internal communication aligned to activities and defined Vision and Strategies
    19. 19. Onsite Consulting & Online SCORECARD BENEFITS and COST EFFECTIVENESS OF ENGAGING discover • plan • execute • succeed What Entremaneur On site Consulting & Online Scorecard does Benefits of Entremaneur On site Consulting & On line Scorecard What I can do with results of Entremaneur On site Consulting & On line Scorecard Simple delineation of Defined Vision and Strategies …a Simple Snapshot updated in real time Documents perceived Vision and Strategies and highlights inconsistencies Simple and quick assessment of Corporate Alignment – focus, control with integrated Vision and Strategies Alignment of Leadership Defines managements alignment, directs company to be on the same page, maintains simplicity Drives efficiencies & ties together Finances +Operations + People Performance Alignment of People Performance Defines that people activities compliment defined Vision and Strategies all the time, simply and in real time Uncover growth opportunities, drive business revenue, profitability, competition and internal hurdles Clear view of finances + operations + people performance and thus communication Defines where things are done, how they are done, and where $’s are allocated Improve internal communication aligned to activities and defined Vision and Strategies
    20. 20. Entremaneur Fees Online Strategy Questionnaire…………………………………………………… $199/Group Onsite Strategy Session(s)……………………………………………………… $4,500/Group Online Strategy Executive & Company Scorecard.................................................. $Annual Licensing/Group Online Strategy – Individual Activity Profile..... $Included with Annual Licensing/Group & Individual discover • plan • execute • succeed Entremaneur, by CNC, Inc., Steps and Fees
    21. 21. CNC, Inc. - Contact www.cncincsolutions.com 562.498.3466 Business Vision & Strategies = YOUR business foundation! Do not hesitate – start now! discover • plan • execute • succeed

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