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Hr role in business


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Hr role in business

  1. 1. HR Role In Business
  2. 2. Agenda  Traditional HR Vs Modern HR  Four Roles of HR in Business  Specific HR focus  HR Value proposition  Strategic GR Planning  Key Success factors  Trends in HR  HR Challenges & Concerns
  3. 3. Traditional Personal Management The Paradigm Shift
  4. 4. Strategic Partner Change Agent Employee ChampionAdministrative Expert The Role of HR in Business
  5. 5. Benchmark against successful companies Making sure that the workforce is energized and mobilized (compensation, appraisal system) Image Strategic Partner By creating a more efficient organization By creating value (cost management) To be sure that the company has the right people in the right place in the right time (training and recruitment) according to the strategy
  6. 6. Provide the communication tools to explain vision and strategies Promote internal mobility to get new ways of thinking Impact the transformation of the organization on the staff (morale, motivation,..), culture, structure,.. Support the design and implementation of cross-functional projects Design and implement training on management issues Change Agent
  7. 7. Administrative Expert
  8. 8. Employee Champion
  9. 9. Specific Focus • Building Human Capital centric organization. • Talent Management . • Managing compensation cost. • Financial impact of HR initiatives . • Building HR capabilities in the organization. • Pressure to restructure work. • Developing customer focused leaders.
  10. 10. HR Value Proposition
  11. 11. Knowing External Business Realities (technology, economics, globalization, demographics) Serving External & Internal stakeholders (customers, investors, managers and employees Building HR resources (Hr strategy and organization) Ensuring HR professionalism (HR Role, competencies and development) Crafting HR Practices (people, performance, information and work) HR Value Proposition The HR Value Proposition
  12. 12. Organizational Strategy Business Strategy Human Resources Strategy Organizational & HR Effectiveness Links to HR Strategy • Recruitment • Training & Development • Talent Management • Performance Management • Compensation & Benefits • HR Planning • Succession Planning • Values & Culture • Leadership • Organization/work design • Accountability • Performance Measurement • Communication Enablers: Roles of MD, Board of Directors, Individuals, Human Resources Strategic HR Planning
  13. 13. Key Success factors in HR Critical factors in organization for Achievement of Goals
  14. 14. Shared Leadership • Political, administrative and bargaining unit leadership that supports the vision, strategies and values • Demonstrated by behaviors and accountability Clear Roles, Responsibilities and Accountabilities • Effective work, job design and delegation of authority • Line managers and supervisors held accountable for effective human resource performance and well-being • Employees are aware of corporate and departmental direction and how their performance directly affects achieving goals and objectives • Leaders and employees held accountable and recognized not just for performance and results but also for demonstrating the corporate values Key Success factors
  15. 15. Clearly Articulated Human Resource Policies • Current policies that are meaningful, communicated and recognize the need for departmental flexibility • Consistent application of those practices requiring a corporate approach Collaborative JCC/Management Partnerships • Joint initiatives, agreements and collaborative problem-solving that reflect the HR vision and values A Proactive Approach to Human Resource Planning • Researching demographics, effective service delivery, internal and external best practices and workforce trends Key Success factors
  16. 16. A Positive, Respectful, Safe and Healthy Work Environment • Conflict is managed and differences are respected • An environment that supports the physical, psychological and social well-being of employees Access to Enabling Technologies and Tools • Employees have access to tools, resources, training, etc. to allow them to deliver quality service Shared Employer/Employee Commitment for Career and Self-Development • Employee commitment to managing his/her own continuous learning and growth • The Company provides opportunities and information to support continuous learning and growth • Core competencies are identified and training provided around specific jobs/occupations Key Success factors
  17. 17. Value and Recognize Employee Contribution • Encourage participation of employees in decisions and issues in the workplace • Receptiveness to varying ideas and celebrating successes • Create an environment that capitalizes on employee differences allowing all participants to reach their full potential • Employees are recognized as the Company’s most valuable resource Open Communication and Knowledge Growth • Sharing knowledge on trends, best practices, etc. throughout the organization • Information sharing across all levels These factors are critical to the successful achievement of organizational goals. Key Success factors
  18. 18. • Technological/Finance/Social Context • CEO Issues • Demographics • Stakeholders HR Trends
  19. 19. Technological/Finance & Social Cycles
  20. 20. Pressing CEO Needs • Organization agility to change • Innovative employees and mindset • Short term results • Globalization – reality and backlash • Talent Pool • M&A • Global energy; health; and security issues
  21. 21. Productivity Growth above Historical Levels – Can it Last? Average Annual Productivity Growth – 1950’s to Present 0 1 2 3 4 1950-59 1960-69 1970-79 1980-89 1990-99 2000-03 Productivity Growth Percent Source: Employment Policy Foundation • Demographics
  22. 22. Labor Shortage is Looming 130 150 170 190 210 2003 2007 2011 2015 2019 2023 2027 2031 Labor Force Needed Labor Force Available Source: EPF Analysis of BLS Data CompoundGrowthinWorkforce 0 0.5 1 1.5 2 2.5 3 1950s 1960s 1970s 1980s 1990s 2000s 2010s Growth
  23. 23. Skill Shortage Challenge New Jobs will require more education 0 10 20 30 40 50 60 70 80 High School Only Non- Degree Training Any College Degree Total Employment 2002 Projected Employment 2012 Source: Employment Policy Foundation Millions
  24. 24. Challenges  Managing Four Generations at Work  Identifying and Retaining Critical Knowledge  Retaining Talent – all generations, all levels
  25. 25. “HOW TO MAKE THE COMPANY WORK?” BOD ALIGNMENT & LEADERSHIP IDEATION C SUITE PEOPLE TECHNOLOGYPROCESS Governance / Strategy Management Systems & Operations Controls Capabilities / Alliances IntegratedSystem
  26. 26. Top HR Concerns Top 5 issues from HRPA 2006 Survey: Attracting, developing and retaining talent Health care costs, strategies, and benefit designs Leadership development Compensation strategies for motivating and rewarding executive talent Managing organizational change