Alignment. In a global marketplace where change and disruption are the only constants, alignment is the vital concept that will keep HR practices advancing and evolving. According to the 2015 PwC CEO Agenda survey, 73% of CEOs are concerned the lack of available key skills is a threat to organizational growth. This is the opportunity for HR to come to the forefront and align themselves across the business to drive the necessary changes for success.
This deck dives into the five focus areas where HR can align to ensure every piece of their strategy is primed for organization transformation.
I've updated my slides on the Business Partner concept and included it in my class on the HRBP Model. Class is next week, February 27-28 at the Pace Midtown Campus.
Creating a Strategic Plan is an excellent presentation for individuals who would like to understand the steps involved in creating a strategic plan. This presentation is very helpful for start-ups, entrepreneurs, and business owners who would like to create a strategic plan. This presentation was delivered at the University of Budapest in May of 2015.
If you would like help in creating a strategic plan, Gary Wheeler at The Virtual HR Director is available to help.
Why Your Competition Is Acquiring and Retaining Top TalentVisier
As unemployment declines, job seekers have the upper-hand in the recruitment process. Organizations are struggling to fill critical roles and at the same time, competition is fierce for top quality candidates. Talent Acquisition leaders are challenged to hire better and faster while ensuring that the right talent lands in the right roles.
In this SlideShare, learn how the following impacts not only the quality of your hire but their tenure in your organization:
- Investing in the candidate experience,
- Finding the right recruiting source,
- Knowing the employee lifecycle, and
- Incorporating diversity in the recruitment process
Alignment. In a global marketplace where change and disruption are the only constants, alignment is the vital concept that will keep HR practices advancing and evolving. According to the 2015 PwC CEO Agenda survey, 73% of CEOs are concerned the lack of available key skills is a threat to organizational growth. This is the opportunity for HR to come to the forefront and align themselves across the business to drive the necessary changes for success.
This deck dives into the five focus areas where HR can align to ensure every piece of their strategy is primed for organization transformation.
I've updated my slides on the Business Partner concept and included it in my class on the HRBP Model. Class is next week, February 27-28 at the Pace Midtown Campus.
Creating a Strategic Plan is an excellent presentation for individuals who would like to understand the steps involved in creating a strategic plan. This presentation is very helpful for start-ups, entrepreneurs, and business owners who would like to create a strategic plan. This presentation was delivered at the University of Budapest in May of 2015.
If you would like help in creating a strategic plan, Gary Wheeler at The Virtual HR Director is available to help.
Why Your Competition Is Acquiring and Retaining Top TalentVisier
As unemployment declines, job seekers have the upper-hand in the recruitment process. Organizations are struggling to fill critical roles and at the same time, competition is fierce for top quality candidates. Talent Acquisition leaders are challenged to hire better and faster while ensuring that the right talent lands in the right roles.
In this SlideShare, learn how the following impacts not only the quality of your hire but their tenure in your organization:
- Investing in the candidate experience,
- Finding the right recruiting source,
- Knowing the employee lifecycle, and
- Incorporating diversity in the recruitment process
This presentation is designed to provide an overview of the various types of employee evaluation processes. The most successful evaluation process is implementing a Performance Management System. This presentation was delivered to MBA students at the University of Budapest in May 2015.
For questions or help in implementing a Performance Management System, contact Gary Wheeler at The Virtual HR Director.
“Appreciate everything your associates do for the business. Nothing else can quite substitute for a few well-chosen, well-timed, sincere words of praise. They’re absolutely free and worth a fortune.”
Sam Walton
The Role of the HR Professional in Creating a High-Performance OrganisationThe HR Observer
Whether you are new to the HR profession or experienced in the field, this session will provide an overview of the key responsibilities of a human resource professional. SHRM, the largest HR association in the world will provide a review of trends, useful metrics, and challenging HR issues. In addition, key business functions and strategies to drive organisational results will be highlighted. By attending this session you will be able to enhance your knowledge of the general competencies of an HR professional and describe current trends and best practices in each of the HR functions.
Robert Garcia, Director for Global Business, SHRM
In my career, there's many things I've won and many things I've achieved, but for me, my greatest achievement is my children and my family. It's about being a good father, a good husband, just being connected to family as much as possible.
“I think as a company, if you can get those two things right — having a clear direction on what you are trying to do and bringing in great people who can execute on the stuff — then you can do pretty well.”
– Mark Zuckerberg, CEO, Facebook
Hr Strategy for Startup Companies - www.gadjian.comGadjian
Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization.
Created by: Afia Fitriati - Gadjian.com
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
Nchra hr as a strategic partner designing strategic initiativesDavid Kovacovich
Here is a slidedeck from a seminar I conducted for HR Professionals via NCHRA in 2013. We focus on workshopping vital areas of Organizational Development to evolve company culture.
The HR Business Partner is the most difficult role Human Resources can offer. Becoming the HRBP is a long journey, because the fresh college graduate has to learn many things about the HR Management.
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
Overview of the One Page Talent Management approach featured in the new Harvard Business Publishing book One Page Talent Management, by Marc Effron and Miriam Ort
This presentation is designed to provide an overview of the various types of employee evaluation processes. The most successful evaluation process is implementing a Performance Management System. This presentation was delivered to MBA students at the University of Budapest in May 2015.
For questions or help in implementing a Performance Management System, contact Gary Wheeler at The Virtual HR Director.
“Appreciate everything your associates do for the business. Nothing else can quite substitute for a few well-chosen, well-timed, sincere words of praise. They’re absolutely free and worth a fortune.”
Sam Walton
The Role of the HR Professional in Creating a High-Performance OrganisationThe HR Observer
Whether you are new to the HR profession or experienced in the field, this session will provide an overview of the key responsibilities of a human resource professional. SHRM, the largest HR association in the world will provide a review of trends, useful metrics, and challenging HR issues. In addition, key business functions and strategies to drive organisational results will be highlighted. By attending this session you will be able to enhance your knowledge of the general competencies of an HR professional and describe current trends and best practices in each of the HR functions.
Robert Garcia, Director for Global Business, SHRM
In my career, there's many things I've won and many things I've achieved, but for me, my greatest achievement is my children and my family. It's about being a good father, a good husband, just being connected to family as much as possible.
“I think as a company, if you can get those two things right — having a clear direction on what you are trying to do and bringing in great people who can execute on the stuff — then you can do pretty well.”
– Mark Zuckerberg, CEO, Facebook
Hr Strategy for Startup Companies - www.gadjian.comGadjian
Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization.
Created by: Afia Fitriati - Gadjian.com
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
Nchra hr as a strategic partner designing strategic initiativesDavid Kovacovich
Here is a slidedeck from a seminar I conducted for HR Professionals via NCHRA in 2013. We focus on workshopping vital areas of Organizational Development to evolve company culture.
The HR Business Partner is the most difficult role Human Resources can offer. Becoming the HRBP is a long journey, because the fresh college graduate has to learn many things about the HR Management.
Is your organization prepared for your leadership readiness gaps? According to Forbes Magazine, (11/17), only 25% of organizations have leaders ready to meet tomorrow’s business challenges.
There are 7 strategic decisions HR can make to properly build and deploy an effective leadership development program.
HR has a unique opportunity to engage as an important strategic partner for the business by insisting on a more formalized approach to leadership development. And, there's programs that work and programs that don't!
At the end of this webinar, participants will identify:
- The 7 Strategic Decisions to Walk Through for an Effective Leadership Readiness Program
- How to Build and Make the Case for Leadership Development within your Organization
- How to Design your Approach - including how to select participants and what components will be the best fit for your organizational goals
- Key Methods for Tracking Results and Measuring the ROI
Overview of the One Page Talent Management approach featured in the new Harvard Business Publishing book One Page Talent Management, by Marc Effron and Miriam Ort
Five tools for managing leadership talent: 1. Measure 2. Find 3. Engage 4. Develop and 5. Move. Practical tips from talent management at blue chip companies
Creating a High Performance Culture for Competitive AdvantageJoydeep Hor
In this webinar, Joydeep Hor the Managing Principal of the fastest growing workplace relations firm in Australia, People + Culture Strategies brings his 17+ years' experience in advising some of the world's largest corporations on what it takes to introduce a high performance culture.
What is your organisations currently like? Joydeep lists several questions for a self-audit.
What have some organisations done to address this?
Future of Performance Management: 2015 and Beyond7Geese
Performance reviews have long been on every employee and manager’s hate list. Yet we still conduct them.
Why? Because we know performance management is critical to business. The problem however is that for many years we viewed performance reviews as the only way to manage and improve performance.
Thankfully times are changing. We are no longer willing to accept a process and system that isn’t working. We now have expectations, and we all want more. More involvement, more transparency, and more accountability. This is making way for a whole new philosophy on performance management--one that questions a lot of assumptions we previously had.
In this webinar we have discussed:
--The two philosophies of performance management
--Performance Management trends for 2015 and beyond
--What used to work but no longer does
--How to transition from an annual review process to a model of continuous coaching
Enhancing the Employee Experience; Uncovering and Hard-Wiring the Authentic Core Values in Your Organization. In this webinar HR professionals will learn the difference between accidental, generic, price of admission, aspirational, “window dressing” and truly authentic core values that are used every-day to make decisions in their organizations. Values that are truly “core” represent the true and real culture of the organization often not the values noted on the website like “transparent” “collaborative” and those that are all to often forgotten. How can an HR team uncover the core values and create change management initiatives that will drive the culture an organization seeks?
From Administration to C-Suite: The Five Stages of Human Resources DevelopmentCaliber Leadership Systems
In our work with HR clients over the years, we have identified 5 distinct Stages of development that the Human Resources function grows through in organizational life. The Stages go from the administrator function in a small business or start up to a C-Suite office and seat on the executive team in a large organization. Each of the Stages coincides with the growth of the business, the number of people employed and the capabilities of the leader of the HR function.
There are instead certain crisis points that indicate when it is time to begin looking to bring the right HR talent aboard to deal with the crisis. At other Stages, it is important to redefine the HR function and decide what needs to be built, i.e. HR team, HR department, strategic partner. We have worked in very large companies with few and many HR employees and in smaller companies with none. The challenges that both the leaders and the HR employees face are symptomatic of needed growth and development of the function, leaders and HR employees.
There is no magic number of employees that a company should have before they have to shift from Stage to Stage. While crisis points do occur because of increasing numbers of employees, the pervading attitude toward human resources as the company grows is also a key factor.
The presentation describes the five stages of development that HR goes through and each of the crisis points that indicate the need for leaders to evaluate what it is the organization needs to shift to the next Stage.
How to Unlock the Hidden Value in Your Emerging Leaders | Webinar 12.23.15BizLibrary
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
Similar to Hr alignment with business slideshare (20)
2. SYMPTOMS OF POOR ALIGNMENT
Short term focus on results
High Turnover & Low morale
Lack of Innovation
Passive –aggressive behavior
Inability to articulate strategy
Reduced Accountability
Sub-optimal teamwork
Little upward information
flow
Inappropriate or
misguided initiative
3.
4. 07 DEADLY SIGNS OF POOR ALIGNMENT
1. Expectations not met
2. Job Mismatch
3. Feeling of devalued, Lack of Recognition
4. Insufficient growth Prospects
5. Too Little coaching & Feedback
6. Lack of trust & confidence in senior leaders
7. Stress & Overwork
5. WHAT ARE WE LOOKING FOR?
The Key Questions are:-
1. What is our Business strategy?
2. What do you do/ What is our business?
3. How does what you do support the
strategy?
6. EMPLOYEE ENGAGEMENT
It is the outcome of one’s personal:
1. Satisfaction
2. Commitment
3. Pride
4. Loyalty
5. Sense of Purpose
6. Advocacy
7. Initiative
8. Persistence
A pre-requisite to correct alignment
7. IS IT NECESSARY FOR HR EXECUTIVES TO
UNDERSTAND COMPANY’S BUSINESS?
Project Management
Balance Sheet
Revenue & Profit Projection
Risk Assessment
Supply chain Management
Company’s Value propositio
13. Knowledge Requirements
Staying focused on issues that
matter to the business
Delivering capabilities that
make a real difference
BECOMING A STRATEGIC BUSINESS PARTNER
14. STAYING FOCUSED ON BUSINESS ISSUES
Focus on Business Objectives
• Structure activities around key business objectives
Focus on the Environment
• Scenario planning on workforce issues to anticipate changes in the
environment.
Focus on Core Values
• Ensure that core values are embedded in key HR
elements, e.g. hiring, job requirements, rewards
15. INTEGRATED HR AND BUSINESS 5-STEP PROCESS
Determine your business goals.
Scan the environment.
Conduct a gap analysis.
Set HR priorities to help achieve business
goals.
Measure, monitor and report on progress.
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 5:
Performance
Step 4:
Priorities
16. DETERMINE YOUR BUSINESS GOALS
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 5:
Performance
Step 4:
Priorities
What are your organization's ongoing
HR and business priorities?
What emerging directions and
changes will have an impact on HR
issues?
Have all necessary strategic
partnerships been established to
facilitate facilitation of HR strategy?
17. EMPLOYMENT INFORMATION TO BE ANALYZED
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 5:
Performance
Step 4:
Priorities
Demographics and employment
characteristics
Age
Employment type
Training/learning data
Performance management
Internal workforce trends (e.g. vacancy
rates, turnover rates, internal staff
mobility, promotions, secondments
18. INTERNAL SCAN
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 5:
Performance
Step 4:
Priorities
Identify factors internal to the organization that may affect HR
capacity to meet organizational goals.
Have you considered…?
Labor management relations
Anticipated changes to funding levels
Changes in leadership & priorities
Organizational re-structuring
Corporate culture change
Client satisfaction
Capacity and quality of information systems
Training needs
19. CONDUCT A GAP ANALYSIS
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 5:
Performance
Step 4:
Priorities
What are the organization’s current and future HR
needs?
Do you foresee a skills shortage?
Will changes in program delivery require the
acquisition of new skills?
Do you have enough qualified middle
managers?
Conduct a risk assessment on elements of the
scan critical to your organization’s success.
20. SET HR PRIORITIES
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 5:
Performance
Step 4:
Priorities
What are the major HR priorities; and What strategies
will achieve the desired outcomes? Work plans may
include strategies on:
Recruitment/Staffing/Retention
Organizational Design
Change Management
Leadership Development
Performance Management
Competency/Skills Development
Succession and Contingency Planning
Compensation
Labor Management Relations
Values and Ethics
21. MEASURE, MONITOR AND REPORT ON PROGRESS
Step 1:
Perspective
Step 2:
Scan
Step 3:
Gap Analysis
Step 5:
Performance
Step 4:
Priorities
Develop clear and measurable HR-
related goals.
HR performance measures should align
with indicators in the business.
Put systems in place to track
performance indicators and analyze cost
benefit.
Performance indicators should inform
your priority setting for the next fiscal
year.
Video of an employee showing demotivation , devalued due to mis alignment
Click on the video to play
Video of a demotivated employee
Industrial Relation pre 1970s
Workers
Health & Safety
Accounting
Compensation
Benefits
Administration
Personnel Activity
Vision 2020
How can HR contribute in the best possible way to fulfill the Business objective and expectations of each stakeholders…
Vision 2020
Our core competency : Making Steel, Power , Oil & Gas
As you begin your integrated HR and business planning, ask the following questions-
A key component of integrated planning is understanding your workforce and planning for projected shortages and surpluses in specific occupations and skills sets.
e.g. age, years of service, employment type, leave usage, reasons for leaving, absenteeism, grievances)
Measuring, monitoring and reporting HR performance outcomes is key to assessing progress in target areas, organizational learning and improvement, and determining future priorities.