HR strategy hrdg november 2011
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The document discusses how the role of human resources (HR) has changed from supporting administrative tasks to becoming more strategic business partners. Over the past two decades, many HR functions like payroll, benefits administration, training, and recruiting have been outsourced. This has led HR to focus more on strategic organizational issues like reducing turnover, modifying work processes, and improving overall organizational performance. The new role of HR involves skills like business management, strategic development, and building high-performance cultures. HR must gain these skills and focus on organizational strategy to stay relevant in the changing business environment.
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HR strategy hrdg november 2011
- 1. Strategic HR The new role of Human Resources Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 1
- 2. Over the past two decades Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 2
- 3. HR has done a great job in supporting Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 3
- 4. OUTSOURCING Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 4
- 5. Outsourcing Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 5
- 6. Manufacturing Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 6
- 7. Customer Service Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 7
- 8. Security Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 8
- 9. I.T. Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 9
- 10. and, Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 10
- 11. HR work as well. Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 11
- 12. In HR, outsourcing took place in Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 12
- 13. Payroll Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 13
- 14. Benefits Administration Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 14
- 15. Training Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 15
- 16. And Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 16
- 17. Recruiting Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 17
- 18. So Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 18
- 19. Now our own job is being outsourced.. Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 19
- 20. Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 20
- 21. What is the new role of HR? Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 21
- 22. Let’s run the Business! Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 22
- 23. HR IS GOING STRATEGIC Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 23
- 24. What would you do? A manager comes to you and complains about the time it takes to fill critical positions. Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 24
- 25. Quick fix or the root cause? Traditional HR (past) Strategic Business Partners (now) • Focus on increasing flow of recruits • Includes reduction of turnover • Fix the immediate issue and modification of work processes in approach • Holistic approach • Flexibility • Organizational awareness • Responsiveness • Achievement orientation • Troubleshooting, problem solving • Conceptual thinking • Managing up • Team membership and collaboration Source: Hay Group 2011 Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 25
- 26. Changing focus Traditional HR HR Business Partnership Employees and employee Line managers and internal Stakeholders regulators customers Benefits, policy, wage and salary Performance improvements Activities administration, labor relations Organizational consulting Measurable impacts, improved Results Conformity, equality, stability organizational performance Fast, flexible network to optimize Structure Functional hierarchy delivery of HR capabilities Source: Hay Group 2011 Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 26
- 27. Become a HR Business Partner Required skills of a HR Business Partner • Managing a business (financial) • Strategic organizational development • Building high performance cultures Focus on strategy and you will rock! Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 27
- 28. Strategic HR in practice Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 28
- 29. Gaining new skills • Resources (printed & online) : – Chief Learning Officer – Talent Management Magazine – The Big 4 Consulting firms • Business Management Classes – www.sba.gov – www.youtube.com – www.slideshare.com – www.inc.com Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 29
- 30. What is your experience? • How have you seen HR change? • What do you do to move with the change? • What are your challenges? Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 30
- 31. Cultural Chemistry Thank You! Cultural Chemistry Organizational Development Redesigned Email: mijtsma@culturalchemistry.com Web: www.culturalchemistry.com Phone: (603) 339-7257 Cultural Chemistry © 2011 All Rights Reserved October 31, 2011 31
Editor's Notes
- Presenter note:Look for the people who answer the traditional way and who answers the question the new way.It is transactional answered (focused on the actual transaction) or strategic (looking at the bigger picture).
- Traditional answers questions with focus on flexibility, responsive and as a waitress. HR delivers what you ask, try to upsell a little bit but not too muchStrategic business partner works with the manager to work on improving the business. They are looking at the bigger picture, what actions need to be implemented to reduce turnover, to modify roles so that roles are becoming less dependent on very specific knowledge.
- A quiet day is planned. A site visit to meet with the employees, to say hi and talk to one of them about his pay and performance. The afternoon is wide open.When talking to the employees, I learn that overtime is common practice, and banking overtime hours a favorite perk. Oops we have an issue here.A call with the business owner. He went to the community college and learned all about the trainings they offer. He is excited to move forward with the performance review process and see how the trainings offered by the community college can benefit his company and his team. Long term planning. Performance reviews are focused on people development and succession planning, not on rating one against each other.He is not happy to hear that a pay adjustment might be needed to keep his favorite, but least performing carpenter. It is a long term strategy to keep employees who fit the culture and can build the company. A quick calculation on return on investment will convince him tomorrow during our weekly meeting.When the evening starts, I am still thinking about how to present my plan to reduce the overtime and the negative impact it has on the business and the productivity. Lean Construction sounds more and more attractive now not only the regulations, but also hard business figures show business process improvements will reduce overtime and improve efficiency. A matrix to measure used hours and project hours per project phase are going to be implemented to measure success. It might be as easy as using one of my past experiences to explain my point. Than we can start brainstorming about solutions after that.
- Accenture, Deloitte, IBM, Cap Gemini