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Shrm role in creating value

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SHRM ROLE IN CREATING VALUE
• The bad news: It’s not easy to do.
• The good news: It’s hard to imitate.
• The HR levers for competitive advantage
are identifiable.
• The only issue is whether we consciously
manage them.
HR In Building Competitive
Advantage
The HR value chain
It’s a three-step process that starts with HRM activities, followed by HRM outcomes and organizational objectives. It
clearly depicts how HR activities lead to organizational goals.
https://www.analyticsinhr.com/blog/hr-value-chain-essential-tool-for-adding-value-to-hr/
On the left of the chain, we find the HRM activities. These are
measured using the so-called efficiency metrics. Examples
include:
• Cost of hire
• Time to hire/time to fill
• Learning and development budget
• Training time in days
• Time since last promotion
All these metrics measure HR processes and give information
about how efficient the HR function is. It doesn’t say anything
about how well HR is hitting its marks, a.k.a. HR effectiveness.
HRM activities and processes: Efficiency metrics
In the second category, we observe the HRM outcomes. These
are the outcomes that are traditionally seen as important HR
KPIs. Examples include:
• Engagement
• Retention/employee turnover
• Absenteeism rate
• Individual performance
• Team performance
• Quality of hire
All these metrics provide information about how well the
workforce is doing. This involves both HR and line management.
HRM outcomes: Effectiveness metrics
The last category is organizational objectives. These are the
strategic goals that the organization is trying to reach.
Examples of metrics include:
• Market share
• Profit margins
• Market capitalization
• Customer satisfaction
• Customer loyalty
These are the kind of outcomes that add value to the business
and make the business more viable in the long term.
Level 3 HR organizations focus on the business contribution
they make with all of their people policies. These are truly
strategic HR functions.
Organizational objectives
Ad

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Shrm role in creating value

  • 1. SHRM ROLE IN CREATING VALUE
  • 2. • The bad news: It’s not easy to do. • The good news: It’s hard to imitate. • The HR levers for competitive advantage are identifiable. • The only issue is whether we consciously manage them. HR In Building Competitive Advantage
  • 3. The HR value chain It’s a three-step process that starts with HRM activities, followed by HRM outcomes and organizational objectives. It clearly depicts how HR activities lead to organizational goals. https://www.analyticsinhr.com/blog/hr-value-chain-essential-tool-for-adding-value-to-hr/
  • 4. On the left of the chain, we find the HRM activities. These are measured using the so-called efficiency metrics. Examples include: • Cost of hire • Time to hire/time to fill • Learning and development budget • Training time in days • Time since last promotion All these metrics measure HR processes and give information about how efficient the HR function is. It doesn’t say anything about how well HR is hitting its marks, a.k.a. HR effectiveness. HRM activities and processes: Efficiency metrics
  • 5. In the second category, we observe the HRM outcomes. These are the outcomes that are traditionally seen as important HR KPIs. Examples include: • Engagement • Retention/employee turnover • Absenteeism rate • Individual performance • Team performance • Quality of hire All these metrics provide information about how well the workforce is doing. This involves both HR and line management. HRM outcomes: Effectiveness metrics
  • 6. The last category is organizational objectives. These are the strategic goals that the organization is trying to reach. Examples of metrics include: • Market share • Profit margins • Market capitalization • Customer satisfaction • Customer loyalty These are the kind of outcomes that add value to the business and make the business more viable in the long term. Level 3 HR organizations focus on the business contribution they make with all of their people policies. These are truly strategic HR functions. Organizational objectives
  • 7. The HR value chain in practice Let me give you an example about how these different levels of HR organizations think. Say we want to increase learning in the organization. A level 1 HR organization will allocate more L&D budget to employees, believing that better-trained employees will benefit the organization. A level 2 organization will allocate more L&D budget to employees and follow up by checking if these investments pay off. They test knowledge retention and check if the investments lead to better individual performance. If not, they will test and change training programs and/or training providers in order to optimize return. A level 3 organization does it the other way around. They know that the L&D spending was increased because the organization wanted to become more innovative and profitable. This organization will do all of the above and test how it impacts these two key performance indicators. They will only be satisfied when there’s a positive relationship between the L&D spending and the key performance indicators. HR level Focus How Level Level 1 HR organization Focus on cost- saving… …through optimizing HR efficiency Operational Level 2 HR organization Focus on HR results… …through maximizing HR outcomes. Cost efficiency is secondary Tactical Level 3 HR organization Focus on business results… …through efficient and effective HR policies Strategic https://www.analyticsinhr.com/blog/hr-value-chain-essential-tool-for-adding-value-to-hr/
  • 8. Creating value through HR: HR Strategy https://www2.deloitte.com/content/dam/Deloitte/de/Documents/human-capital/creating-value-through-hr.pdf
  • 9. HR motivates workers to perform at the highest level possible and maintain an organizational culture of high morale. A primary way HR adds value to a company is by persuading company leaders to train and develop employees and reward strong performance through increased compensation and regular promotions. Strategic HR has emerged as a prominent view of the role this functional area plays in building and developing a strong organization. https://smallbusiness.chron.com/hr-add-value-organization-50980.html How Does HR Add Value to an Organization? • People and Performance • Talent Acquisition and Retention • Protection from Lawsuits • Participation in Strategic Planning
  • 10. People and Performance A well-run human resources department manages an essential link to company success, quality workers and exceptional performance. The long- term success and financial performance of a company is usually directly correlated to the talents, motivation and accomplishments of its people. People make and sell products, work with customers and collaborate on decisions. A primary way HR adds value to a company is by promoting this link and persuading company leaders to train and develop employees and reward strong performance through increased compensation and regular promotions. Talent Acquisition and Retention Hiring and retaining talent is a foundation of high-performing companies and is essential for small businesses and start-ups that want to grow quickly. HR is largely responsible for building and managing the systems that recruit, attract, hire, train, motivate and retain a company's best employees. This includes establishing strong job designs and hiring the right employees to match. It also involves building strong interviewing and screening processes, planning orientation and training, developing successful employee evaluation tools and constructing motivating compensation programs that maximize what your business has to offer. For example, a start-up may provide shares of the company while an established small business offers a generous vacation policy. Protection from Lawsuits One of the less-heralded ways HR adds value to a business is through legal protection from discrimination and wrongful termination lawsuits. HR professionals must be continually up to speed on employee laws and educate business owners and managers. They must also design hiring and promotional systems that promote fairness and equality. Interview questions that align specifically to a job, for instance, minimize risks of a discrimination claim. This element of HR becomes increasingly valuable as workplaces become more diverse. Participation in Strategic Planning As proactive HR strategies have overtaken reactive responses to employment conditions, HR professionals play a stronger role in planning. HR directors commonly serve on company management teams and participate in strategic planning. This includes assessments of company strengths and weaknesses and projections of opportunities and threats. HR participants contribute the current view and future expectations of people and resource needs, discussion of compensation and training changes and research on emerging opportunities and threats.
  • 11. Improving business performance through strategic HRM • Strategic HRM is about improving business performance through people. • Organizations in all sectors (private, public or voluntary) have to be business-like in the sense that they are in the business of effectively and efficiently achieving their purpose, whether this is to make profits, deliver a public service or undertake charitable functions. • The major concerns of strategic HRM are to meet the business needs of the organization and the individual and collective needs of the people employed in it.
  • 12. How HR impacts on organizational Performance? People are the organization’s key resource and organizational performance largely depends on them. Therefore, an appropriate range of HR policies and processes is developed and implemented effectively, then HR will make a substantial impact on firm performance. Human Resource activities such as recruiting skilled and talented individuals, developing them during their time with the company and ultimately retaining them affects positively the general performance of the company by linking individuals to the operational, business and strategic aspirations of the organization, providing for the possession, improvement and retention of brilliant workforce, who can bring higher productivity, flexibility ,innovation and who fit the corporate culture and the planned necessities of the company
  • 13. Section Break Insert the Subtitle of Your Presentation http://www.free-powerpoint-templates-design.com a) HR practices can make a direct impact on employee characteristics such as engagement, commitment, motivation and skill b) if employees have these characteristics it is probable that organizational performance in terms of productivity, quality and the delivery of high levels of customer service will improve c) If such aspects of organizational performance improve, the financial results achieved by the organization will improve. d) If you have HR practices that focus on effort and skill; develop people’s skills; encourage cooperation, collaboration, innovation and synergy in teams for most, if not all employees, the whole system functions and performs better. Key points
  • 14. HR practice area How it impacts Attract, develop and retain high quality people Match people to the strategic and operational needs of the organization. Provide for the acquisition, development and retention of talented employees, who can deliver superior performance, productivity, fl exibility, innovation, and high levels of personal customer service and who ‘fi t’ the culture and the strategic requirements of the organization Talent management Ensure that the talented and well motivated people required by the organization to meet present and future needs are available Job and work design Provides individuals with stimulating and interesting work and gives them the autonomy and fl exibility to perform these jobs well. Enhance job satisfaction and fl exibility which encourages greater performance and productivity Learning and development Enlarge the skill base and develop the levels of competence required in the workforce. Encourage discretionary learning which happens when individuals actively seek to acquire the knowledge and skills that promote the organization’s objectives. Develop a climate of learning – a growth medium in which self-managed learning as well as coaching, mentoring and training fl ourish Managing knowledge and intellectual capital Focus on organizational as well as individual learning and provide learning opportunities and opportunities to share knowledge in a systematic way. Ensure that vital stocks of knowledge are retained and improve the fl ow of knowledge, information and learning within the organization How HRM practices make an impact
  • 15. Increasing engagement, commitment and motivation Encourage productive discretionary effort by ensuring that people are positive and interested in their jobs, that they are proud to work for the organization and want to go on working there and that they take action to achieve organizational and individual goals Psychological contract Develop a positive and balanced psychological contract which provides for a continuing, harmonious relationship between the employee and the organization High performance management Develop a performance culture which encourages high performance in such areas as productivity, quality, levels of customer service, growth, profi ts, and, ultimately, the delivery of increased shareholder value. Empower employees to exhibit the discretionary behaviours most closely associated with higher business performance such as risk taking, innovation, and knowledge sharing. of knowledge and establishing trust between managers and their team members Reward management Develops motivation and job engagement by valuing people in accordance with their contribution Employee relations Develops involvement practices and an employee relations climate which encourages commitment and cooperation. Working environment Core values, leadership, work/life balance, managing, diversity, secure Employment Develop ‘the big idea’ (Purcell et al, 2003), ie a clear vision and a set of integrated values. Make the organization ‘a great place to work’