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Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
Hr's contribution to business
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Hr's contribution to business

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  • Or may be the Holy Grail for HCM is knitting together the measuring of human assets for reporting purposes and acting upon that information to drive how people are managed in the organisation. Simply producing the data is not enough, especially if it is overly influenced by traditional accountancy models. Proving to the world that business performance is affected by the management of people may be desirable for both internal and external consumption to ensure that employees place in the business is given its rightful place.
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    • 1. HR’s contribution to businessstrategy
    • 2. Understanding strategicformulationNot always as per textbook: ■ intended strategies ■ emergent strategies ■ political strategiesHow does HR contribute: ■ operationalises business strategy ■ provides separate people thrust: • connected with organisational aims • disconnected: HR best practice model ■ is an integral part of business strategy
    • 3. Types of linkage betweenbusiness & HR strategy business strategy integrative informs HR actionspassing ships:independent HR two way linkage:and business mutual influencestrategies
    • 4. Linking business & HR strategy Factors that affect this linkage: Planning process ■ formal or informal ■ deliberative or emergent Degree and timing of HR involvement Extent of challenge permitted Legitimate areas for HR input Extent of HR’s alignment with business - broad objectives and current imperatives
    • 5. Understanding the decisionmaking process If decided by  Get a seat at the formal processes decision making table If matters are  Build coalitions, settled beforehand work to influence outside meetings If real action  Ensure you have happens at business partners operational level effective at BU level
    • 6. Stakeholder management board  what is their stake? executive committee  what are their goals? senior managers  what are their line managers expectations? team  how will change affect leaders/supervisors them? employees  what do they know employee already? representatives  what influence do external suppliers they have?  what power do they government bodies have? other agencies
    • 7. Characteristics of strategic HRA philosophy underpinning people managementSeeing people as a competitive resource
    • 8. Making the case: what HumanCapital HR can deliver Improved utilisation of talent Higher productivity Reduced costs Better service delivery Organisational integration Aligned culture & organisational values Greater employee engagement Stronger employee proposition etc
    • 9. Service-Profit-Chain Model Line Customer Customer Company Employee Change inManagemen satisfaction spending Culture Commitment sales t with service intention Employee Absence
    • 10. Characteristics of strategic HRA philosophy underpinning people managementSeeing people as a competitive resourceA planning approach to resources ■ numbers in line with ■ skills business need ■ potentialAdds long-term rather than short term value
    • 11. Characteristics of strategic HR Integrated – brings together multifaceted activities
    • 12. People managementintegrationverticalintegration business strategy reward employee training work culture leadership relations & devt orgn style horizontal integration
    • 13. Characteristics of strategic HR Integrated – brings together multifaceted activities Comprehensive – covers the entire operation (at BU or corporate level) High value added – focuses on business critical issues Builds social capital – helps sharing, networking and relationships
    • 14. Characteristics of strategic HR Integrated – brings together multifaceted activities Comprehensive –covers the entire operation (at BU or corporate level) High value-added –focuses business critical issues Builds social capital – helps knowledge sharing, networking and relationships Anticipates change – through horizon scanning and internal sensing
    • 15. Connecting business & HRstrategies Internal driversBusiness HR Business Imple- Monitorstrategy strategy plans mentation External drivers
    • 16. How is people & businessalignment achieved What is the Big organisation’s big idea idea? What are the business priorities? Business priorities What are the people priorities? How do they link? People priorities
    • 17. Establishing people prioritiesWhat causes people to come to work, be motivated and perform? What stops them from being effective?
    • 18. A model of capability Individual capability ability: motivation: skills, training engagement education involvementDevelopment Deployment access: application: resourcing OD recruitment product succession market strategy Organisational action
    • 19. What are external influences?Conduct environmental scanning:what is the legal contexthow tight/loose is the labour marketare the right skills availableat what pricewhat is the output from schools, universities, etcwhat are the political priorities
    • 20. What is the state of thecurrent workforce? What proportion is skilled for their current and for future jobs? What is its demographic shape? How committed are employees? ■ attendance ■ productivity ■ staying or leaving What are collective relationships like? To what extent is employee potential being harnessed?
    • 21. What stops HR succeeding?Human capital not recognised as a source of advantageWeak organisational leadershipPoor teamworking across organisationBusiness strategy poorly definedThere is little forward planningPeople resources assumed to be unlimited, free or fully trainedResources are hoarded & not shared
    • 22. HR’s own problem areasObstacles to success: ■ time ■ capacity ■ focus ■ capability ■ positioning ■ organisation
    • 23. The ‘default’ operating model Corporate HR centres shared consultancy of expertise services pool BU BU BU BU BUbusiness partner business partner business partner business partner business partner
    • 24. HR’s own problem areasObstacles to  Relationships with success: management not ■ time working. ■ capacity The villains: ■ focus ■ HR – not letting go ■ capability ■ the line – not ■ positioning taking it up ■ organisation ■ senior mgt – sending wrong signals
    • 25. Results Inadequate HR service performance Concentrating on low value tasks HR policies are disjoined & inconsistent They serve functional not organisational needs Weak functional leadership Poor internal reputation Human capital not exploited, developed
    • 26. What should HR do? Construct a workforce plan Establish the supply/demand balance Are the right people, in right jobs? Review your recruitment model Why do ■ able to attract - all types? they join? ■ brand ■ proposition Review your retention model Why do they ■ right level of wastage? leave? ■ numbers, types, quality
    • 27. A strategic review of recruitment and retention H Attract & retainOrganisational impact Outsource Commoditise L H Market availability L
    • 28. Different propositions fordifferent groups Hire Exploit Fire Attract Nurture Retain
    • 29. What should HR do? (2) Are you able to motivate staff? How do ■ degree of engagement you know? ■ what motivates them? ■ what demotivates them? ■ what impact does pay and performance management have? How well are employees aware of ■ the bigger picture? ■ their job? ■ what success looks like?
    • 30. What should HR do? (3)How skilled are line managers in ■ Appraising performance? ■ Giving feedback? ■ Developing skills?How effectively are ■ Employees allocated to jobs? ■ How well are jobs/the organisation structured? ■ Employees moved to meet business needs?
    • 31. What should HR do? (4)What is the organisation’s ■ Ability to change/innovateHow good is the organisation’s governance structure?How strong (and respected) are the organisational values, eg ■ On diversity? ■ Whistleblowing? ■ Meritocratic progression?
    • 32. Measure people and HRfunctional performanceThrough for example Critical success factors/areas Key performance indicators Service level reviews Customer surveys Employee attitude surveys Process mapping/activity analysis Audits/reviews (incl... quality) Scorecards Benchmarking
    • 33. Improve measurement People HR management efficiency efficiency People HR Management effectiveness effectiveness
    • 34. Examples of measures in multi dimensional measurement Cost/Income Process metrics against RatiosCustomer views headcount Strategic alignment Human Capital Functional positioning
    • 35. Human capital measuring & doing business goals HR policies & practices HCM measuring reporting acting managing internal external people business performance
    • 36. … thank you

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