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Empowering HR as a Strategic Business Partner
Empowering HR as a Strategic Business Partner
Empowering HR as a Strategic Business Partner
Empowering HR as a Strategic Business Partner
Empowering HR as a Strategic Business Partner
Empowering HR as a Strategic Business Partner
Empowering HR as a Strategic Business Partner
Empowering HR as a Strategic Business Partner
Empowering HR as a Strategic Business Partner
Empowering HR as a Strategic Business Partner
Empowering HR as a Strategic Business Partner
Empowering HR as a Strategic Business Partner
Empowering HR as a Strategic Business Partner
Empowering HR as a Strategic Business Partner
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Empowering HR as a Strategic Business Partner

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  • 1. June 26-29, 2011
    Las Vegas, Nevada
    Empowering HR As a Strategic Business PartnerDeveloping and Implementing a Next Generation HR Strategy
    Mark Borys • 6.27.11
    SHRM 2011 Annual Conference & Exposition
  • 2. 2
    Developing and Implementing a Next Generation HR Strategy
    What Do We Want As HR?
    We want people in our company to:
    Believe in the mission and strategy
    Feel they can trust leadership & feel leadership cares about them
    Be proud of our company
    Be excited about their work
    Be productive – creative, working smart, and willing to put in extra effort
    Trust the reward/recognition system
    To learn and grow
    Feel they have a positive impact on others and on society
    “EMPLOYEE ENGAGEMENT”
  • 3. 3
    Developing and Implementing a Next Generation HR Strategy
    Engagement Is An Outcome
  • 4. 4
    Developing and Implementing a Next Generation HR Strategy
    The Good News…
    It’s only a new word – we have been working on “engagement” for decades
    All things old are new again
    Empowerment
    Maslow’s Hierarchy
    Advantages:
    It is a word that is being studied, discussed, measured
    Helps us explain why ‘culture’ is so important and quantify impact of a strong culture
    “ENGAGEMENT” OFFERS A FOOTHOLD TO TAKE ACTION
  • 5. 5
    Developing and Implementing a Next Generation HR Strategy
    The Challenge…Many Are Not Engaged
    Less than half of American workers (45%) are satisfied with their jobs. Lowest since 1987. -Time magazine
    Companies with large numbers of dissatisfied workers experience greater absenteeism and lower productivity. Turnover 51% higher than their peer companies. -Gallup
    More than half of U.S. workers feel their jobs are less secure now than they were a year ago. -Gallup
    More employees are looking for new opportunities outside their organization than they were in 2008. -Blessing White
    Fewer than 1 in 3 employees worldwide (31%) are engaged. -Blessing White
    SINCE WHEN HAVEN’T WE FACED CHALLENGES!
  • 6. 6
    Developing and Implementing a Next Generation HR Strategy
    The Challenge…Part 2
    Statistics alone don’t change people’s minds
    Most times – HR ‘arguments’ can’t either
    Initiatives without manager ‘engagement’ die on the vine
    HOW? We need to help the business reach their goals with action that brings about engaged employees
  • 7. 7
    Developing and Implementing a Next Generation HR Strategy
    Business Success Fulfill Employee Desires
    Revenue and Growth
    Increased profits and control of costs, increased productivity
    Market share/General success amongst peer companies. Gain the Creative edge over competition.
    High Customer Satisfaction and Advocacy
  • 8. 8
    Developing and Implementing a Next Generation HR Strategy
    Business Success

    Fulfill Employee Desires
    Revenue and Growth
    Increased profits and control of costs, increased productivity
    Market share/General success amongst peer companies. Gain the Creative edge over competition.
    High customer satisfaction and advocacy
  • 9. 9
    Developing and Implementing a Next Generation HR Strategy
    Profits, Productivity & Engagement
    Statistics: (http://blog.allyis.com/shrm)
    High: Improved operating income 19%. Low: Profit declined 33%. -Towers & Watson
    Engagement scores in top quartile: 18% higher productivity and 16% higher profits. -Gallup
    Shareholder return: 19% higher than 2009 average. In low-engaged companies: 44% below average. -ISR
    Disengaged employees cost US companies $328 billion in 2006 (due to lack of innovation and customer service). -Gallup
    High: Miss 20% fewer days of work and are almost 80%more likely to be top performers. -Towers & Watson
  • 10. 10
    Developing and Implementing a Next Generation HR Strategy
    Theme – Get What You Give
    Employees behave as they are behaved towards
    If you want TRUST – give TRUST
    If you want RESPECT – give RESPECT
    You want connection – give information and be available
    You want your employees to believe in leadership and strategy – make them believable by connecting them to employees and their objectives
  • 11. 11
    Developing and Implementing a Next Generation HR Strategy
    What To Do?
    Evaluate the leadership on the ‘I view employees’ scale?
    How much resistance you might receive
    Helps determine how to relate to them
    Baseline to determine movement
    Perfect their language – know the business
    Set your goals and measures
    Start at a place of most likely success – develop and share the vision (repeatedly)
    Align goals, organization structure, processes, technology
    Recruiting is key!
  • 12. Developing and Implementing a Next Generation HR Strategy
    Where To Start?
    Strong up/down/across communication channels
    Believes there is genuine interest in employee well being
    Believes in strategic direction
    Trusts leadership
    Respects leadership
    12
  • 13. 13
    Developing and Implementing a Next Generation HR Strategy
    Keep In Mind…
    Can’t do it overnight
    You WILL move the organization!!!
    Each new success will require sustaining energy
    Your managers and employees are unique and therefore the solution is unique – if they change, your approach may need to.
    HAVE A GOAL
    SPEND THE ENERGY TO MAKE A DIFFERENCE
  • 14. 14
    Developing and Implementing a Next Generation HR Strategy
    Questions?
    Email: mborys@allyis.com
    Website: www.allyis.com
    Statistics: http://blog.allyis.com/shrm

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