the presentation is the first part of 3 part series, on my lecture at KIAMS

1. MEASURING HR October – December 2011 Kirloskar Institute of Advanced Management Studies, HARIHAR,PUNE Archita Panda Part – 1/3.

3. Add Value & Maximize Upside Limit Liability & Protect Downside Impact/Contribution to the Business Strategic HR Planning Organizational Design HR as Business Partner Compensation Benefits Safety & Workers’ Compensation Compliance Labor/Union Relations Staffing Training & Development Culture & Image HR Accounting Employee Relations Performance Management Survey Action Planning HR Information Systems (HRIS) A Century of Evolution in the Function Labor Employee Personnel Human Organizational Relations Relations Resources Effectiveness continue to grow Source: Rich Vosburgh HR Metrics Project Management

7. HR KNOWLEDGE TEMPLATE HR Knowledge Delivery HR Technology Personal Credibility Business Knowledge Strategic Contribution Entry Recruitment Internet Recruiting Personal Communication Labour Knowledge Organization Knowledge Mid- Career Staffing Metrics E – HR Effective Relationship Value chain knowledge Change Management Senior Professional Strategic Staffing HR Tracking and Measurement Establish Trust and Credibility Organization Structure Culture Management Executive Bottom Line Orientation Overall Organization IT Strategy High Integrity Value Proposition Knowledge Strategic Decision Making

9. HR SCORECARD

10. ALIGNMENT HR FUNCTION

11. REQUIREMENT TO ALIGN Fully understanding how value is created in your business Then designing a measurement system based on that story

18. HR STRATEGY IMPLEMENTATION Knowledge Management System HR Strategic Alignment Performance Management System Employees who are strategically focused The firm’s capacity to implement strategy The overall performance of the firm A high Performance work system

22. HR COMPETENCY HR Competencies Application in Dynamic Market Environment Knowledge of Business Focus on financials and understand customer needs . Delivery of HR Practices Flexibility and adaptability to meet business requirement Management of change Increase velocity of implementation of large scale changes Management of culture Preserving core values while adopting new market place Personal Credibility Ability to win while maintaining integrity, credibility and courage Strategic HR Performance Management Metrics to quantify the impact of HR Initiatives and People Strategy