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Strategic Human Resources

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This Slideshare presentation is a partial preview of the full business document. To view and download the full document, please go …

This Slideshare presentation is a partial preview of the full business document. To view and download the full document, please go here:
http://flevy.com/browse/business-document/Strategic-Human-Resources-147

Most companies are yet to reach their full potential because Human Resources is yet to reach a strategic level of contribution. This PowerPoint presentation shows how to transform Human Resources from a staff function to a strategic business partnership.

Compared to the other business functions such as finance, sales and operations, HR has yet to reach a comparative strategic contribution to the enterprise. The reason for this is that most HR departments still function at the staff level. They are yet to reach the level of strategy.

The slides in this presentation show three levels of HR work; transactional, tactical and strategic. Each level requires a different set of concerns, tools and techniques. By understanding the three levels, it becomes clearer how to move from one level to the next.

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  • 1. 11 Transforming HR from a staff function to a strategic business partnership Strategic Human ResourcesStrategic Human Resources
  • 2. 44 Course ObjectivesCourse Objectives Share KnowledgeShare Knowledge Share ExperienceShare Experience Raise IssuesRaise Issues TopicTopic Strategic HRStrategic HR ThemeTheme TransformationTransformation This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 3. 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: http://flevy.com/browse/document/strategic-human-resources-147
  • 4. 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 This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 5. 1313 Business SuccessBusiness Success Yesterday Today Tomorrow This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 6. 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 This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 7. 1919 Transforming HRTransforming HR 1) Transactional 2) Tactical 3) Strategic Going up! HolyGrail This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 8. 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 This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 9. 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 This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 10. 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 This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 11. 3131 Strategic Business PartnersStrategic Business Partners Partner with leadersPartner with leaders ……to define & implementto define & implement people initiativespeople initiatives ……for strategic successfor strategic success This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 12. 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 This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 13. 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: http://flevy.com/browse/document/strategic-human-resources-147
  • 14. 4040 Linkage SBP as IntegratorSBP as Integrator Business requirements & strategies of the organization HR technology, processes & solutions This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 15. 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 This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 16. 4646 How to gain HR KnowledgeHow to gain HR Knowledge Professional associationsProfessional associations Job exposureJob exposure The internetThe internet Read booksRead books This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 17. 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 This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 18. 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 This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 19. 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: http://flevy.com/browse/document/strategic-human-resources-147
  • 20. 5858 Reframe Requests to IdentifyReframe Requests to Identify Strategic OpportunitiesStrategic Opportunities Reframe to view problems from a different point of view This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 21. 6161 Preparing for aPreparing for a Reframing MeetingReframing Meeting 1) Develop a GAPS! map 2) Prepare questions 3) Prepare opening question This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 22. 6464 Strategic HR TechniquesStrategic HR Techniques 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 This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 23. 6767 Proactive ConversationProactive Conversation The direction of a proactive conversation This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 24. 7070 Forward ArticlesForward Articles Follow up with a meeting This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 25. 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: http://flevy.com/browse/document/strategic-human-resources-147
  • 26. 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 This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 27. 7979 Respond QuicklyRespond Quickly Gather dataGather data Select best solutionsSelect best solutions Implement themImplement them Measure resultsMeasure results This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 28. 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 This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 29. 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 This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 30. 8888 4 Tools4 Tools Gaps MapGaps Map Helicopter ThinkingHelicopter Thinking Five WhysFive Whys Five HowsFive Hows Influence DiagramInfluence Diagram Financial Business CaseFinancial Business Case This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 31. 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? This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 32. 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 This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 33. 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? This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 34. 100100 ConclusionConclusion 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 This document is a partial preview. Full document download can be found on Flevy: http://flevy.com/browse/document/strategic-human-resources-147
  • 35. 1 Flevy (www.flevy.com) is the marketplace for premium documents. These documents can range from Business Frameworks to Financial Models to PowerPoint Templates. Flevy was founded under the principle that companies waste a lot of time and money recreating the same foundational business documents. Our vision is for Flevy to become a comprehensive knowledge base of business documents. All organizations, from startups to large enterprises, can use Flevy— whether it's to jumpstart projects, to find reference or comparison materials, or just to learn. Contact Us Please contact us with any questions you may have about our company. • General Inquiries support@flevy.com • Media/PR press@flevy.com • Billing billing@flevy.com