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Afrisam
The document outlines the journey to design an HR strategy for Afrisam. It discusses engaging stakeholders like the CEO and board members. It presents the need to transform HR from reactive and transactional to being proactive partners to the business. The strategy alignment framework and HR value chain are displayed. An iterative process for signing off the strategy with HR leadership, executive committee, and board is described. Principles for leadership engagement are provided. Benefits for HR professionals, employees, and line leaders from the new HR strategy and delivery model are presented. Next steps include communicating the approved strategy and developing detailed plans.
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Afrisam
- 2. Journey to designHR Strategy 2ND ANNUAL NATIONAL HR STANDARDS ROLL OUT
- 3. Objectives Sharemy journey to understand the business Stakeholder engagement framework (Process) Share my understanding of Afrisam’s business priorities and my interpretation of what is required from HR Present the HR Strategic Plan, including strategic drivers Reversal of the process for sign-off/contracting 29 August 2014 HR Strategy Design Journey 3
- 4. Business Leaders Pre-engagement CEO Some key Board members: Chairman/Remcom Chairman Pre-introduction to Executive Committee Team Pre-introduction to HR Leadership Any Executive Consultant/Coach to CEO & Exco 29 August 2014 HR Strategy Design Journey 4
- 5. HR needs totransform to strategically partner the business From Reactive and transactional Overly process and procedure driven Inconsistent application of HR practices & policies Subjectivity Policing approach Unclear strategy & plan for developing capability Poor understanding of HR Operating model To Proactive and fit for purpose HR Solutions Effective people processes that enable business delivery and growth Objectivity/Drives accountability Enablers of a high performance culture & value driven leadership Strategic Business Partner Involved in key business decisions – an integral part of the business 29 August 2014 HR Strategy Design Journey 5
- 6. BUSINESS STRATEGY –HR BUSINESS ALIGNMENT Strategic HRM Talent Management HR Risk Management FUNCTIONAL & CROSS FUNCTIONAL HR VALUE CHAIN HR VALUE & DELIVERY PLATFORM Workforce planning Learning Performance Reward Wellness ERM OD HR Service Delivery HR Technology (HRIS) Prepare Implement Review MEASURING HR SUCCESS Improve HR Audit: Standards & Metrics H R C O M P E T E N C I E S SABPP HR SYSTEM STANDARDS MODEL
- 7. Iterative process forsign-off Strategy sign-off by HR Leadership Sign-off by Exco members Pre-alignment with individual Exco members Official sign-off by Exco Management team Sign-off by HR Community Sign-off by Remuneration & Nomination Committee Final endorsement by the company Board 29 August 2014 HR Strategy Design Journey 7
- 8. Principles for LeadershipEngagement Key buy-in factors
- 9. Your support andleadership is vital to this partnership Input into the proposed strategy and agreement to make it happen Active role in owning and driving the talent and culture agenda in your area and across the organisation HR provide processes, guidance and insights Line own talent and should ensure environment and culture supportive and engaging Direct, first hand and timely feedback on performance and any issues or concerns Involvement in decision making process as all key decisions have a people impact – forward thinking and proactive 29 August 2014 HR Strategy Design Journey 9
- 10. hr professionals •Will focus on more value-adding activities in support of the business needs • Will deliver a positive contribution to the business success through optimised service delivery and HR business partnering • Will have common HR language shared across Afrisam facilitating greater career mobility • Will experience a higher level of job satisfaction and work engagement through the HR service delivery model • Will have space for personal development and growth, in line with our Afrisam employee value proposition employees • Will benefit from the delivery of the right HR service at the right time • Will experience HR business partners as employee champions • Will not have to develop their own people processes to fit their needs • Will be empowered by having access to and manage their own personal information through standardised technology processes • Will have equal treatment and access to optimised services • Will benefit from reduced administrative red tape line leaders • Will experience HR as a more effective business partner • Will be empowered to manage their business in a more efficient manner through technology enabled processed • Will be able to reduce time spent on solving problems caused by cumbersome HR processes • Will benefit from standardised and professional HR service offerings and processes across Afrisam businesses • Will have access to cost-effective HR services what is in it for us? HR Strategy Design Journey
- 11. Next Steps Business Communication on HR Strategy approval Cascade the HR strategy to the business HR team to develop detailed plans Translate Strategic Drivers into a scorecard with KPIs 29 August 2014 HR Strategy Design Journey 11
- 12. Thank you QUESTIONS?? 29 August 2014 HR Strategy Design Journey 12