The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...Anne Van de Catsye
Is your organization in need of a long term strategy for managing HR? Does your CEO challenge you to come up with HR plans that are aligned with the business plans? Do you have a strong strategic HR plan in your head but little time and no standard templates to turn this plan into a formal HR Strategy Document?
Having a clearly defined Strategic HR Plan helps you to become a strategic HR Business Partner, and will increase your credibility with Senior Management.
It will also help you to follow up on defined HR actions and report on progress in a highly professional way.
This manual explains in detail the 4 major steps to execute when defining and implementing your own HRM Strategy. You can use this manual as a guide during your projects, or as a development tool for your team.
Content within this Guide:
1. The Theory : Introducing the Concept & ModelWhat is Strategic HRM?
2. The Practice : A roadmap for creating your HRM StrategyHow to develop your HRM Strategy?
3. The Experience : Sharing experiencesHow to be successful?
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden is presenting in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discuss the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...Anne Van de Catsye
Is your organization in need of a long term strategy for managing HR? Does your CEO challenge you to come up with HR plans that are aligned with the business plans? Do you have a strong strategic HR plan in your head but little time and no standard templates to turn this plan into a formal HR Strategy Document?
Having a clearly defined Strategic HR Plan helps you to become a strategic HR Business Partner, and will increase your credibility with Senior Management.
It will also help you to follow up on defined HR actions and report on progress in a highly professional way.
This manual explains in detail the 4 major steps to execute when defining and implementing your own HRM Strategy. You can use this manual as a guide during your projects, or as a development tool for your team.
Content within this Guide:
1. The Theory : Introducing the Concept & ModelWhat is Strategic HRM?
2. The Practice : A roadmap for creating your HRM StrategyHow to develop your HRM Strategy?
3. The Experience : Sharing experiencesHow to be successful?
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden is presenting in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discuss the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
Did David Ulrich miss something in his HRBP model?Brian Fenton
David Ulrich's HRBP model has been widely used as the standard for the role of HR in organisations. But is there perhaps a key element that is either missed, or hidden that is critical the success of HR in organisations?
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?
The HR Goals and Objectives 2014 will be challenging again. The economy is still not improving enough to support the easy job of Human Resources. HR Department will have to stay focused on increasing productivity, attracting the best talents and simplifying its operations to cut costs.
HR Goals and Objectives 2014 will not change dramatically from 2013. Just social media and HR Big Data will be the next big thing in Human Resources.
Introduction to HR Management and HR Management Process for beginners. What is HR Management? Key focused areas under HR Management is discussed under the study.
Human resources (hr) management for non hr managersOlayiwola Oladapo
Non HR Managers have to get work done through others. To do that they need to understand how to manage their people as front line Managers who have the closest proximity to the People. HR for Non HR Managers equip Managers with the fundamental HR Management Know how required for managing people for result.
HR Strategy: What is it? Why do we need it?CreativeHRM
The modern organization cannot survive without the innovative HR Management. The modern HR Management is always based on the underlying HR Strategy. However, many companies do not have the competitive strategy and they do not utilize the full potential of Human Resources in the organization.
What is the HR Strategy? Generally, it is not just a document. It is a true roadmap for HR. It allows to HR employees to find the right way and it gives the certainty to top executives that Human Resources is on the right track.
The HR Strategy is a basis for your success.
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.
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
Did David Ulrich miss something in his HRBP model?Brian Fenton
David Ulrich's HRBP model has been widely used as the standard for the role of HR in organisations. But is there perhaps a key element that is either missed, or hidden that is critical the success of HR in organisations?
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?
The HR Goals and Objectives 2014 will be challenging again. The economy is still not improving enough to support the easy job of Human Resources. HR Department will have to stay focused on increasing productivity, attracting the best talents and simplifying its operations to cut costs.
HR Goals and Objectives 2014 will not change dramatically from 2013. Just social media and HR Big Data will be the next big thing in Human Resources.
Introduction to HR Management and HR Management Process for beginners. What is HR Management? Key focused areas under HR Management is discussed under the study.
Human resources (hr) management for non hr managersOlayiwola Oladapo
Non HR Managers have to get work done through others. To do that they need to understand how to manage their people as front line Managers who have the closest proximity to the People. HR for Non HR Managers equip Managers with the fundamental HR Management Know how required for managing people for result.
HR Strategy: What is it? Why do we need it?CreativeHRM
The modern organization cannot survive without the innovative HR Management. The modern HR Management is always based on the underlying HR Strategy. However, many companies do not have the competitive strategy and they do not utilize the full potential of Human Resources in the organization.
What is the HR Strategy? Generally, it is not just a document. It is a true roadmap for HR. It allows to HR employees to find the right way and it gives the certainty to top executives that Human Resources is on the right track.
The HR Strategy is a basis for your success.
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.
A description of the 2015 business environment and the need for value creation through people.
Perceptions on HR and its priorities
Emerging models of HR
A HR strategy approach.
www.mantle.co.nz
Technology is rapidly transforming the way we work, but it isn’t the only factor to consider when building teams. This presentation illuminates the crucial trends shaping today’s working environments and explores what forward-thinking organizations are planning as they look ahead to 2020 and beyond. Employee development and training make up a clear group of leading impact areas for investments. Susan Hanold, Ph.D., draws from the ADP Research Institute and Innovation Lab’s deep expertise across the entire spectrum of human capital management, as well as insights gained from ADP’s approximately 600,000 clients and 20+ million employees. Leave with invaluable insights into current and emerging issues in human capital management, employment trends and workforce strategy.
Speaker: Susan Hanold, Ph.D., ADP
1
Human Resources
Strategic Planning
HRM 329
Week 2
people and planning…what a great combination
- anonymous
Claremont Graduate University
School of Behavioral and Organizational Sciences
Human Resources Management
Question for discussion:
“Why do business leaders not see HR as KEY to
today’s people strategies?”
Some say HR is being pulled in two different directions.
One part of the future is a function that is focused on
administrative and operational efficiency, and the other is an
emerging people management function that may reside in
the HR department or in business operations.
- Patrick Kiger
Workforce Magazine, May 2015
Do you agree or disagree with the above quote?
Why so?
Introduction
The focal point is between Strategic Management and
Strategic Human Resource Management.
The fundamental focus and key question is:
“How should firms
effectively manage people
to support a selected organizational strategy,
leading to a competitive advantage based upon
the contributions made by the organizational
participants.”
Introduction
Definition
Strategic Human Resource Planning (SHRP) is a synergistic, systematic
process intersecting strategic management and human
resource management to bring about effective and satisfied
Human Capital for one’s organization.
Process
The SHRP process is pivotal for understanding how a firm effectively
manages people, to support one’s organizational strategy, and create a
competitive advantage.
Strategic Human Resources
2
A Visual Model for Strategic Human Resource Planning
Customer Needs
Determining the Org Climate
Fulfilling Human Capital Needs
Acquiring Human Capital
On-boarding Human Capital
Developing Human Capital
Retaining Human Capital
Metrics/Assessment
Key Strategies - Objectives - Allocation of Resources
Products, Programs, Services
Vision, Mission & Values
The
S
H
R
P
P
rocess
What does my organization say and do that truly demonstrates
people are a vital asset to our organization?
Does my organization have a clear vision, mission and set of values? …culture?
Does my organization regularly conduct SWOT or other analysis to identify the
opportunities and issues inside and outside our organization?
Does my organization first, as a whole and departmentally, set regular goals that
are adhered to?
Does my organization display a managerial attitude that the HR department is a
“vital evil”, “gets in the way”, is administratively and functionally necessary or ?
What are examples of the managerial attitudes, comments and actions
that support my thoughts? THIS IS KEY and overrides “LIP SERVICE.”
What do I believe is the “human capital value determination”factor for my
organization on a scale of 1 though 10?
Determining the Organizational Climate Towards Your Human Capital
Climate Survey – ABC Company Partial Sample Ralph Stayer and Johnsonville Sausage – Strategy Thoughts
3
Johnsonville Sausage…WHO?
Evidence-base.
A strategic approach to Human Resource Management
Please see:
https://flevy.com/browse/business-document/strategic-human-resources-147
For an improved version
The 10 Most Influential HR Leaders To Follow, 2023.pdfCIO Look Magazine
This edition features a handful of The Most Influential HR Leaders in several sectors that are leading us to a better future
Read More: https://ciolook.com/the-10-most-influential-hr-leaders-to-follow-2023-july2023/
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
#HR General Vs. #HRBP and how to make the latter work for work!Abhinandan Chatterjee
Have an HRBP framework but still doing work that you used to do?
Know about HRBP but don't know how to start?
Have an HRBP framework that lacks internal buy in?
Learn to drive industry leading best practices from the horse's mouth.
Learn better #HRBP
Forget SAP, Oracle HR or PeopleSoft when choosing your new HR software. Modern HR IT solutions are not monolithic, they are web-based, offer HR self-service solutions for employees and managers.
They are cheaper to maintain and they have low implementation costs.
Think twice before selecting a new solution.
The modern organization faces many HR Challenges. The business is under a pressure to deliver more with less resources to stay competitive. Human Resources is a strategic business function, but it does not focus on the critical business issues to help unblock the potential to grow.
The modern Human Resources Management function needs to provide the business with the strategic HR answers to these issues. The modern people management builds a competitive advantage as the organization can outgrow competitors, and build a comfortable market share.
The HR Leader needs to focus on key HR Management areas that will help the organization deliver better business results every day.
The job description writing process can be seen as boring by many line managers. However, the job description is always a basis for the modern Human Resources Management. Most value added HR Processes depend strongly on job profiles, job descriptions or job roles. They are needed as HR Professionals can see a big picture of the company.
The modern job description is a document that puts the new job into the context of the organisation. All employees can see key responsibilities, inputs and outputs. They can easily compare differences between the proposed role and the reality.
The HR Manager has to be a master in a class when the line managers needs to write a new job description. The line manager should be the person responsible but HR has to set up a team that will challenge the new role as the organization benefits from it.
David Ulrich is a true HR Management Guru. His HR Model and his HR Roles and Responsibilities changed Human Resources as we know it.
The key HR Roles in the organization are:
HR Business Partner
Change Agent
Administration Expert
Employee Advocate
This HR Roles define the strategic framework for Human Resources Functions all around the Globe. The modern HR Management is defined using these simply defined roles to identify key tasks, goals and objectives for Human Resources in the organization.
David Ulrich defined the basic scope for Human Resources to become a strategic partner for the top executives in the company. The roles are strongly interconnected, but they deliver the real value added to the company, which is seen and valued by both management and employees.
The modern HR Department cannot exist without a well defined HR Model. The HR Model describes how responsibilities are split between HR units and employees in Human Resources. It defines how key HR tasks will be delivered and who will be accountable for the delivery.
The top talents are crucial for each modern organization. Without top talents the company cannot survive. The talents are usually the source of innovation, they do manage challenging projects and they deliver results.
The job market is tough today, the quality of education is decreasing, but the companies require highly skilled employees. Companies do fight for talents.
How your company can find the right talents on the job market? How the company can build the pool of interesting talents available on the market?
LinkedIn is not the only solution, the company has to design a mix of different HR and marketing tools to promote itself on the job market to become a really attractive target to top talents.
The headhunter is a special recruiter. The headhunter connects needs of corporate clients and top talents currently employed. The headhunter targets applicants directly and sells the new job challenge directly.
The headhunter is a person, who understands the market and knows the influencers. And, how to become a headhunter?
The compensation strategy is the essential strategy for the business, which wants to eliminate the external competition from attacking the top talents. The company has to define its position on the job market, it has to identify bene
The SWOT analysis is one of the best tools for shaping ideas, introducing innovations and evaluating the current status. The analysis is simple and everyone can use it within minutes. Even Human Resources can benefit from the proper usage of the SWOT analysis.
The analysis can help to design better HR Processes, introduce new HR Models and Concepts. Each HR Function should conduct the analysis before shaping project goals and aims.
The SWOT Analysis helps to identify strengths and opportunities within minutes. It helps to receive best ideas from all team members, who can assign priorities to each idea. They all select ideas, group them and they can introduce highly innovative solution. The innovative HR Management is a key success factor today.
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
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1. creative HRM
Strategic
HR Management
HR Challenges. HR Answers.
What is the strategic Human Resources? Which strategic challenges HR
faces? How to assess your organization’s readiness for Strategic HR?
Want to know more? Visit creativeHRM.
úterý, 8. října 13
2. The HR Transition from transaction to transformation requires new thinking,
models, practices and competencies. The legacy of HR with a focus on
administrative tasks keeps HR from delivering strategic value. The business
demands the HR Organization, which has capabilities of agility, speed,
innovation, collaboration, talent and resilience. The business demands the
Strategic HR Management.
úterý, 8. října 13
3. creative HRM
Content
(1) About cHR
(2) HR Challenge
(3) Move from Administrators to Strategic Contributors
(4) Role of Senior HR Leaders
úterý, 8. října 13
4. creative HRM
About
creative HRM is a website covering many HR related
topics... HR Management, HR Management Practices,
HR Strategy, HR Models, HR Business Partnering Model,
HR Processes, HR Development, Organizational
Design ...
The website is new and fresh, a lot of new content will
be added during 2013. Please, follow creative HRM as
you do not miss any news... cHRM Twitter
Please, feel free to visit creative HRM
úterý, 8. října 13
6. creative HRM
Current HR Challenges
“Complete” list
๏ Globalization
๏ The War for Talents
๏ Pressure on Employees
๏ Declining Employee Loyalty
๏ Declining Customer Loyalty
๏ Interventions of Shareholders
๏ Increasing Speed of Change
úterý, 8. října 13
7. creative HRM
HR Challenges
Globalization and the War for Talents
GLOBALIZATION
New Markets and Global Talent Pools
Competitors hiring talents globally
Growing competition from low cost countries
Skilled employees available globally
One job board is not enough
Constant pressure on production costs
New competitors coming to market every day
Global shopping as simple as local one
WAR FOR TALENTS
Quality of education constantly decreasing
Western university graduates less competitive
Just few companies can choose top talents
Talents require the protection against
competitors
Top graduates do move globally
Local universities are not sufficient pools
anymore
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8. creative HRM
HR Challenges
Pressure on Employees and Declining Loyalty
PRESSURE
Employees work longer hours. Again.
New technologies require skilled employees
No promise of “Life-long employment”
Taking work home becomes a standard
Productivity gains become a standard part of the
job description
Organizations do monitor and manage the span
and layers
Constant organizational changes bringing
uncertainty
DECLINING LOYALTY
Employees feel no commitment
Loyalty not reciprocated by the organization
Loyalty not seen as a corporate value
Engagement more difficult
Employees hiding best ideas for the new
employer
Employees are loyal to the industry or sector
Declining loyalty is a real danger for the business
know-how
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9. creative HRM
HR Challenges
Interventions and Speed of Change
INTERVENTIONS
Shareholders demanding more from the
management
Increased pressure to deliver increased profits
even in difficult times
The leadership development programs under a
direct supervision of shareholders and Board of
Directors
SPEED OF CHANGE
No time to think about a complex change of the
organization in deep
Each change is followed by other change
Black Swans occur regularly and change the
entire industry
Complex and difficult decisions made in real
time
No time to communicate to employees fully
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10. creative HRM
HR Leader’s Challenge
Most common issues and challenges
๏ They spend too much time discussing details of HR stuff that
does not relate to business issues
๏ They seek management’s direction and leadership. They do
not own leadership
๏ They lack the business knowledge that allows them to talk
intelligently about business issues
๏ They do not tie HR initiatives to the bottom line well enough
๏ They use a unique language that doesn’t appeal to employees
๏ They do not bring enough to strategic conversation. They
move too quickly to the details of execution
๏ They haven’t helped others at the business table understand
either through concept or experiences why HR is at the table
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12. Differention is more about partnering
and gaining the trust and respect of line
management than it is about cost
cutting and efficient administration.
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13. creative HRM
Tactical Human Resources
What is is about?
๏ Baseline administration of people issues and data like:
๏ Benefits administration
๏ Compensation administration
๏ Employee records
๏ Affirmative action reporting
๏ Policy development and enforcement
๏ Traditional HR Programs
๏ Hiring
๏ Basic skills training
๏ Salary surveys
๏ Compensation program design
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14. creative HRM
Strategic Human Resources
What is is about?
๏ Stimulating dialogue among the executive team to
reexamine the clarity or appropriateness of the business
strategy
๏ Aligning reward systems across the organization to ensure
that they consistently encourage the fulfillment of customer
needs
๏ Reassessing and projecting talent needs on the basis of the
latest business strategies
๏ Redesigning work processes to eliminate aspects that do
not add value or increase cost for the end customer
๏ Developing training solutions to build organizational
capabilities required by the business strategy
๏ Redesigning aspects of the organizational culture
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15. creative HRM
Roadmap to Strategic HR
Key Milestones to Pass
๏ Assess the organization’s readiness for change
๏ Develop a framework and language for Human Resources
๏ Understand the role of the senior HR leader as the
organizational architect
๏ Clarify the role of the line management and engage the top
management in creating and owning the HR strategy
๏ Create the HR Plan for the organization
๏ Clarify the role of generalist and specialist in HR
๏ Design the structure of the HR Organization
๏ Assess and upgrade the HR talent
๏ Recognize the political land mines in making the transition to
strategic HR
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16. Role of Senior HR Leaders
in modern organization
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17. creative HRM
HR Leader’s Questions
The role of the leader in the organization
๏ How do I ensure that I am successful in the role of the
HR leader?
๏ Do I keep doing what has made me successful in the
past?
๏ Surely that must be something that I do differently. What
is it?
๏ How do I develop the influence skills that will be needed
to make a real difference to the business?
๏ What should the leader of the HR Organization be doing
to position the group more strategically?
๏ How do I manage a boss who is not yet thinking about
HR strategically?
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18. creative HRM
Role of HR Leader
Organizational Architect
๏ The organizational architect sees things other
business leaders do not; brings the systemic view to
the work and looks across boundaries
๏ The early phase of the a complex change require a
strong leadership role from Human Resources to
identify the need and to garner the support and
resources needed to get the work done
๏ HR must ensure that the ultimate owners of significant
organizational efforts are line managers and leaders
๏ The organizational architects predicts and identifies
issues arising from the transition of ownership to the
line management
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21. creative HRM
About
creative HRM is a website covering many HR related
topics... HR Management, HR Management Practices,
HR Strategy, HR Models, HR Business Partnering Model,
HR Processes, HR Development, Organizational
Design ...
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úterý, 8. října 13