The document discusses the evolution of the human resources (HR) function from a tactical role to a more strategic business partner. It outlines the key roles and competencies required of the "New HR", including business knowledge, metrics focus, and acting as a trusted advisor to senior management. The New HR must shift its focus from activities to adding business value, demonstrate ROI, and help create the right organizational culture. Metrics and having the right solutions partners are also discussed as important factors for the New HR to manage resources strategically like a business.
14. HR as a Business Partner Model* *Source: David Ulrich, Renowned HR Expert Personal Credibility Business Knowledge HR Technology HR Delivery Strategic Contribution
15. Market Responsiveness (Speed & Flexibility) Value (Quality & Cost) Product or Service Differentiation Challenges of Customer Expectations Customers
16. Connecting the Dots between the Business & HR Business Strategy HR Strategy & Plan HR Systems HR Metrics HR Organization HR Capabilities What are our business goals? What people outcomes must be achieved? What will HR do to enable achieving of people outcomes? How will we measure progress and achievement? What is the best way for HR to deploy its resources? What capabilities does HR need to achieve our people strategy?
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19. Efforts Undertaken to Transform HR Process Improvement HR Self-Service Upgraded HRIS HR Benchmarking Reorganization//Downsizing Shared-Services Environment Six Sigma/TQM HR Outsourcing
43. Having the Right Solutions Partner: Example: Healthcare Benefits
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49. 10 Common Measures of HR Effectiveness* *Jac Fitz-enz, Founder of Saratoga Institute 10. Healthcare costs per employee 9. Pay & benefits as % of Operating Expenses 8. Cost per hire 7. Return on investment for training 6. Turnover rate
58. 5 Questions HR Should Be Asking & Be Able to Answer 4. What are our business’s key challenges? 1. Where is our business going? 3. How is our business performing against these measures? 5. What are the HR strategies & initiatives to address these challenges? 2. What are our business’s measures of success?
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60. What Is Your Readiness Level for the New HR? Getting Ready What new HR? Ready
Genie story : HR executive & his wife from California were celebrating 10 th wedding anniversary in Hawaii. Walking along beach on Maui, spotted an unusual looking bottle that had washed up on shore. Opened it & out popped genie who said, “You know the deal—I’ll grant you 3 wishes.” Being a smart HR person & a well-trained husband, the HR person turned to his wife to ask what 3 wishes they should make. She said to husband “let’s ask for his & her Mercedes”. Husband repeated wish to genie who said “wish #1 is granted”. Wife then said to husband “let’s ask for our mortgage to be paid off”. Husband repeated wish to genie who said “wish #2 is granted”. Wife then said to husband, “I’ve loved it here in Hawaii & would love to come back, but you know how I hate to fly. Let’s ask for a bridge between California & Hawaii.” Husband repeated it to genie who said “I’m sorry but wish #3 is denied as that’s too difficult even for me.” Husband quickly then asked genie to make him a highly respected, highly valued member of his company’s Executive Team. To which the genie replied, “how many lanes would you like that bridge to have.” Message : Too many of us are waiting for a genie to make this desire come to pass, when it’s us to us to make it happen. Today we’ll talk about how to do so. Please ask questions/make comments as we go along.
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