Strategic Human Resources

11
Transforming HR
from a staff function
to a strategic
business partnership
Strategic Human ResourcesStrategic Human Resources

44
Course ObjectivesCourse Objectives
Share KnowledgeShare Knowledge
Share ExperienceShare Experience
Raise IssuesRaise Issues
TopicTopic
Strategic HRStrategic HR
ThemeTheme
TransformationTransformation
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77
Ground RulesGround Rules
ParticipationParticipation
InteractionInteraction
ConfidentialityConfidentiality
Mobile PhonesMobile Phones
QuestionsQuestions
Have Fun!Have Fun!This document is a partial preview. Full document download can be found on Flevy:

1010
TopicsTopics
HR Framework for TodayHR Framework for Today
Business SuccessBusiness Success
The HR FunctionThe HR Function
The SBP FrameworkThe SBP Framework
Building Client PartnershipsBuilding Client Partnerships
AccessAccess
CredibilityCredibility
TrustTrust
Strategic HR TechniquesStrategic HR Techniques
Understanding Strategic OpportunitiesUnderstanding Strategic Opportunities
Reframe RequestsReframe Requests
Proactive IdentificationProactive Identification
Kick OffKick Off
ToolsTools
ConclusionConclusion

1313
Yesterday Today Tomorrow

1616
Three Kinds Of HR WorkThree Kinds Of HR Work
Administrative WorkAdministrative Work
Benefits single individualsBenefits single individuals
Requires providing informationRequires providing information
or guidance to the individualor guidance to the individual
Requests to counsel a supervisorRequests to counsel a supervisor
Requests to fill an open positionRequests to fill an open position
Transactional Activity

1919
Transforming HRTransforming HR
1) Transactional
2) Tactical
3) Strategic
Going
up!
HolyGrail

2222
A SBP FrameworkA SBP Framework
Three Kinds of workThree Kinds of work
The Need HierarchyThe Need Hierarchy
Translating BusinessTranslating Business
Needs into HumanNeeds into Human
Performance RequirementsPerformance Requirements
Identifying the true clientIdentifying the true client
Four SBP Concepts

2525
Select the right SOLUTIONS
Pin down the CAUSES
Analyze the IS
Go for the SHOULD
The G A P S ModelThe G A P S Model

2828
A SBP FrameworkA SBP Framework
Three Kinds of workThree Kinds of work
The Need HierarchyThe Need Hierarchy
Translating BusinessTranslating Business
Needs into HumanNeeds into Human
Performance RequirementsPerformance Requirements
Identifying the true clientIdentifying the true client
Four SBP Concepts

3131
Strategic Business PartnersStrategic Business Partners
Partner with leadersPartner with leaders
……to define & implementto define & implement
people initiativespeople initiatives
……for strategic successfor strategic success

3434
Gaining Access To ClientsGaining Access To Clients
“If senior management
sees me only when
there is a problem,
that is how they will
think of me”
Strategic
Business Partner

3737
DefinitionDefinition –– TrustTrust
Trust
“the confidence
others have in
your integrity &
reliability”This document is a partial preview. Full document download can be found on Flevy:

4040
Linkage
SBP as IntegratorSBP as Integrator
Business
requirements
& strategies
of the
organization
HR
technology,
processes &
solutions

4343
How to gain Business KnowledgeHow to gain Business Knowledge
Rotate into a line positionRotate into a line position
Subscribe to industry journalsSubscribe to industry journals
Use the internetUse the internet
Attend meetings by leadersAttend meetings by leaders
ArrangeArrange ““shadow sessionsshadow sessions””
Read reportsRead reports
Volunteer for task forcesVolunteer for task forces
Talk to consultantsTalk to consultants

4646
How to gain HR KnowledgeHow to gain HR Knowledge
Professional associationsProfessional associations
Job exposureJob exposure
The internetThe internet
Read booksRead books

4949
SummarySummary
Work to earn your credibility the hard wayWork to earn your credibility the hard way
Build & balance knowledge of HR SystemsBuild & balance knowledge of HR Systems
with knowledge of the businesswith knowledge of the business
Earn trust with every interactionEarn trust with every interaction
Focus on results not just solutionsFocus on results not just solutions
Focus on the peopleFocus on the people
& A& A--CC--TT
–– AccessAccess
–– CredibilityCredibility
–– TrustTrust

5252
The Logic Used To IdentifyThe Logic Used To Identify
Strategic OpportunitiesStrategic Opportunities
“We influence more
by what we ask
than what we tell”
Jim & Dana
Robinson

5555
Gaps! MapGaps! Map
Business SHOULD Performance SHOULD
Business IS Performance IS
Factors External
To Organization
Factors Internal
To Organization
Factors Internal
To Individuals
(Work Environment Needs) Capability Needs
Go for the
SHOULD
Analyze
the IS
Pin Down
the CAUSES
Select the right
SOLUTIONS
Business Need: _______________ Employee Group: _______________
Outside the
business unit
Within the
business unitThis document is a partial preview. Full document download can be found on Flevy:

5858
Reframe Requests to IdentifyReframe Requests to Identify
Strategic OpportunitiesStrategic Opportunities
Reframe to view problems
from a different point of view

6161
Preparing for aPreparing for a
Reframing MeetingReframing Meeting
1) Develop a GAPS! map
2) Prepare questions
3) Prepare opening question

6464
HR Framework for TodayHR Framework for Today
The HR FunctionThe HR Function
The SBP FrameworkThe SBP Framework
Building Client PartnershipsBuilding Client Partnerships
AccessAccess
CredibilityCredibility
TrustTrust
Understanding Strategic OpportunitiesUnderstanding Strategic Opportunities
Reframe RequestsReframe Requests
Proactive IdentificationProactive Identification
Kick OffKick Off
ToolsTools

6767
Proactive ConversationProactive Conversation
The direction
of a proactive
conversation

7070
Forward ArticlesForward Articles
Follow up
with a
meeting

7373
Preparing for a proactivePreparing for a proactive
conversationconversation –– OpeningOpening
Purpose of meetingPurpose of meeting
Benefits to clientBenefits to client
Benefits to youBenefits to you
AgendaAgenda
Confirm timeConfirm time
Confirm business goalsConfirm business goalsThis document is a partial preview. Full document download can be found on Flevy:

7676
SummarySummary
Proactively identifyingProactively identifying
strategic opportunities isstrategic opportunities is
a critical skilla critical skill
Plan for and structurePlan for and structure
proactive discussionsproactive discussions
Focus first on businessFocus first on business
goals then work down togoals then work down to
specific interventionsspecific interventions

7979
Respond QuicklyRespond Quickly
Gather dataGather data
Select best solutionsSelect best solutions
Implement themImplement them
Measure resultsMeasure results

8282
Competency ModelCompetency Model
Information
Provided
Questions
Answered
Applications
Focus
Describes Skill,
knowledge &
attributes
A category of
employees
What Skill,
knowledge &
attributes do
staff need?
• Recruitment /
Selection
• 360° feedback
• Succession
planning
• Career planning
• Coach
incumbents
• Performance
management
• Compensation
systems

8585
Cause AnalysisCause Analysis
Information
Provided
Questions
Answered
Applications
Focus
Factors within
the organization
& within the
employees
Identify
strengths &
gaps
What practices
are & are not
being used?
• Identify practices
that must change
• Identify practices
to reinforce
• Identify areas to
focus on
• Identify
competencies to
enhance
• Prioritize where
to start work

8888
4 Tools4 Tools
Gaps MapGaps Map
Helicopter ThinkingHelicopter Thinking
Five WhysFive Whys
Five HowsFive Hows
Influence DiagramInfluence Diagram
Financial Business CaseFinancial Business Case

9191
The Five WhysThe Five Whys
MetaMeta--ProblemProblem
All problems haveAll problems have
multiple levelsmultiple levels
Each solution acts onEach solution acts on
a particular levela particular level
Higher solutions preventHigher solutions prevent
reoccurrencereoccurrence
Lower solutions are partialLower solutions are partial
AskingAsking ““WhyWhy”” helps youhelps you
shift perspective to findshift perspective to find
the most effective solutionthe most effective solution
Why?
Why?

9494
1 2 3 4 5
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
How?
TheFiveHows

9797
The BookThe Book
Aligning People
Strategies With
Business Goals
What does a strategic
business partner do?
And how does an HR
professional transition
into this role?

100100
Why We Love HR
“In a knowledge economy,
companies with the best talent
win. Finding, nurturing, and
developing that talent is one
of the most important tasks in
our corporation. With HR
doing such a good job we are
destined for great success!”
CEO

1
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