The document provides an overview of HR's role in transforming Bupa's business. It discusses how HR shifted to a business partner model to better support the organization's goals of diversifying its business lines, increasing competition, and enhancing its technology. Key changes included developing business partnering skills, engaging employees through health initiatives, and tying performance management more closely to business objectives. The results were increased revenue, profit, and multi-year growth for Bupa.
Ensuring maximum return on HR technology investmentSoftworld
Mike Theaker, Global Leader, HR Effectiveness, Mercer
A holistic discussion on: how to determine and capture return on HR technology investment; the associated struggles and victories; and examples of valid approaches.
Governing your realm to ensure your customers are consistently delighted with...sharedserviceslink.com
There is a very real danger that once you have set up your shared services, you and your team can keep delivering what was originally agreed. People change. Business needs change. So getting that two-way dialogue between how your business units interact with your shared services team is crucial to meeting current business requirements. So what governance structures can ensure your customers’ experience and quality of service delivery doesn’t slip up?
Institute for Work and Health – Plenary Series – November 2009. "Job Quality – What is it, why does it matter, and how can it be improved?" This presentation examines the diverse theories, concepts and practices that address the quality of jobs, work environments, and individuals’ work experiences. On this broad canvas, we can identify points of convergence around key sets of determinants and outcomes. However, a common conceptual vocabulary is lacking, which impedes cross-fertilization across disciplines and between researchers and practitioners. The most promising opportunity for an integrated approach is around the connection between work environments, employee well-being, and organizational performance. Practitioners and policy makers need a basic model explaining these complex dynamics. By taking up this challenge, researcher would help ensure that future decisions to improve job quality are informed by evidence.
How To Benefit From A Sustainable Business Mindset The Vector Group
Develop and effectively act on a sustainable business mindset to maximize value from your sustainable business efforts, wherever you are on your sustainability journey.
Organisational structure is a framework with a boundary. It must have a top and a bottom. Managers in successful businesses are clear about what they have to do and about the responsibilities of others; they know to whom everyone reports and who in turn reports to them; and these facts are widely communicated. There should be clarity about who has to make decisions and is accountable for outcomes. The structure of an enterprise greatly influences what it costs to run, and the design of that structure will affect everything that a business or institution attempts to do. Making profit is the primary purpose of a business in the private sector. Therefore, how and where profit is to be managed and measured is a principal factor in organisational design.
This book is based on the lessons learned by Collinson Grant during more than 40 years of helping organisations become more efficient and profitable.
It covers fundamentals, such as how to configure structure in the components of an organisation such as a department; the need to accommodate the staff and managers within a sound structural framework according to how many people there are, how they function and relate to each other to make processes work well; and how accountability is put in place. Particular concerns are layers of hierarchy and spans of control, of controlling costs by restricting the number of managers to what is strictly necessary, and of the relationships between operational and support staff.
The book also explains the tools and techniques needed to design mangerial structures, the application of lean techniques, and various models of corporate devolution.
To find out more, to go www.collinsongrant.com
HR Performance Management - How to measure and report on your hr performance ...Anne Van de Catsye
Are you struggling to define the most relevant measures that will track your HR activities? Do you want to build an HR Dashboard that impresses your Executive Management Team? Or are you just looking for a professional HR reporting template?
Inside this Guide:
1. The Theory : Introducing the Concept & Model.What is HR Reporting?
2. The Practice : A roadmap for creating your HR Reporting.How to develop your HR Reports?
3. The Experience : Sharing experiences.How to be successful?
This Guide describes step by step how to select different types of KPIs, how to organize your reporting process and create your reporting templates.
For each step in the Guide, you will be introduced to the relevant tools and templates to complete them: lists of KPIs to choose from, workshop templates for agreeing on the most relevant HR measures and so much more. You will get a better understanding of KPIs through some relevant definitions and theory, but you will also receive some lessons learned around implementing a reporting process.
Ensuring maximum return on HR technology investmentSoftworld
Mike Theaker, Global Leader, HR Effectiveness, Mercer
A holistic discussion on: how to determine and capture return on HR technology investment; the associated struggles and victories; and examples of valid approaches.
Governing your realm to ensure your customers are consistently delighted with...sharedserviceslink.com
There is a very real danger that once you have set up your shared services, you and your team can keep delivering what was originally agreed. People change. Business needs change. So getting that two-way dialogue between how your business units interact with your shared services team is crucial to meeting current business requirements. So what governance structures can ensure your customers’ experience and quality of service delivery doesn’t slip up?
Institute for Work and Health – Plenary Series – November 2009. "Job Quality – What is it, why does it matter, and how can it be improved?" This presentation examines the diverse theories, concepts and practices that address the quality of jobs, work environments, and individuals’ work experiences. On this broad canvas, we can identify points of convergence around key sets of determinants and outcomes. However, a common conceptual vocabulary is lacking, which impedes cross-fertilization across disciplines and between researchers and practitioners. The most promising opportunity for an integrated approach is around the connection between work environments, employee well-being, and organizational performance. Practitioners and policy makers need a basic model explaining these complex dynamics. By taking up this challenge, researcher would help ensure that future decisions to improve job quality are informed by evidence.
How To Benefit From A Sustainable Business Mindset The Vector Group
Develop and effectively act on a sustainable business mindset to maximize value from your sustainable business efforts, wherever you are on your sustainability journey.
Organisational structure is a framework with a boundary. It must have a top and a bottom. Managers in successful businesses are clear about what they have to do and about the responsibilities of others; they know to whom everyone reports and who in turn reports to them; and these facts are widely communicated. There should be clarity about who has to make decisions and is accountable for outcomes. The structure of an enterprise greatly influences what it costs to run, and the design of that structure will affect everything that a business or institution attempts to do. Making profit is the primary purpose of a business in the private sector. Therefore, how and where profit is to be managed and measured is a principal factor in organisational design.
This book is based on the lessons learned by Collinson Grant during more than 40 years of helping organisations become more efficient and profitable.
It covers fundamentals, such as how to configure structure in the components of an organisation such as a department; the need to accommodate the staff and managers within a sound structural framework according to how many people there are, how they function and relate to each other to make processes work well; and how accountability is put in place. Particular concerns are layers of hierarchy and spans of control, of controlling costs by restricting the number of managers to what is strictly necessary, and of the relationships between operational and support staff.
The book also explains the tools and techniques needed to design mangerial structures, the application of lean techniques, and various models of corporate devolution.
To find out more, to go www.collinsongrant.com
HR Performance Management - How to measure and report on your hr performance ...Anne Van de Catsye
Are you struggling to define the most relevant measures that will track your HR activities? Do you want to build an HR Dashboard that impresses your Executive Management Team? Or are you just looking for a professional HR reporting template?
Inside this Guide:
1. The Theory : Introducing the Concept & Model.What is HR Reporting?
2. The Practice : A roadmap for creating your HR Reporting.How to develop your HR Reports?
3. The Experience : Sharing experiences.How to be successful?
This Guide describes step by step how to select different types of KPIs, how to organize your reporting process and create your reporting templates.
For each step in the Guide, you will be introduced to the relevant tools and templates to complete them: lists of KPIs to choose from, workshop templates for agreeing on the most relevant HR measures and so much more. You will get a better understanding of KPIs through some relevant definitions and theory, but you will also receive some lessons learned around implementing a reporting process.
Data is the lifeblood of just about every organization and functional area today. As businesses struggle to come to grips with the data flood, it is even more critical to focus on data as an asset that directly supports business imperatives as other organizational assets do. Organizations across most industries attempt to address data opportunities (e.g. Big Data) and data challenges (e.g. data quality) to enhance business unit performance. Unfortunately however, the results of these efforts frequently fall far below expectations due to haphazard approaches. Overall, poor organizational data management capabilities are the root cause of many of these failures. This webinar covers three lessons (illustrated by examples), which will help you to establish realistic OM plans and expectations, and help demonstrate the value of such actions to both internal and external decision makers.
Empowering Transformation
To succeed in today's fast paced business economy, businesses must adapt to working with fewer resources while making smart, efficient and most importantly, right decisions. Nbiz Infosol L.L.C. is an information solutions company that aims at enabling your business by incorporating the right Information System solutions. While we can't change the economy, we can equip you with the right technology solutions to fight back by optimizing business processes and moving ahead together, towards target.
We are a provider of professional business training courses e.g PMP, CISA, Cobit to name a few; designed for companies who want to train their staff as well as individuals who are seeking their own personal development. Authorized training centre of Project Management Institute; We offer training programs to professionals from various fields like Administration, Engineering, Construction, Projects, Accounts & Finance, Management, Languages etc.
We are leading ISO certifications and consultancy in Abu Dhabi and Dubai.
At Nbiz Infosol LLC, we source, create and deliver products and services to meet the real-world, evolving IT governance needs of today's organizations, directors, managers and practitioners. Nbiz infosol is a UAE-based management consulting, technology services and outsourcing company , serving clients in all of the Gulf region.
Nbiz Infosol is proud to announce its expansion in Chennai, India. We will be conducting training courses and other business activities in Indian Peninsula.
Check our Seminar, Workshop and Training conducted by us.
HR has historically demanded a seat at the executive table where strategic business decisions are made. Getting the seat and actively playing a strategic role in the success of the business are both challenges in their own right. As a former CHRO, Tim reveals what the role is really about and what it was like to be in the boardroom. Tim will share insights into the business skills a CHRO should have and the challenges HR must face and find flexible solutions for once it reaches the top of the leadership hierarchy.
Tim Savage, Former Chief Human Resource Officer, Jumeirah Group
International Target Operating Model DesignChris Oddy
International Target Operating Model Design
Chris Oddy
SLIDE 1
• A Plan is only of value if it is successfully implemented
• A good Strategy is important… A Great Operating Model is more beneficial
• A Target Operating Model ensures everyone is aligned and knows what to do
SLIDE 2
What is an Operating Model?
• A breakdown of a business into its key components
• A framework for how an organization operates in terms of people, processes and technology
• A basis for formulating strategy and making informed decisions
What Is a Target Operating Model?
• A structure that dictates how the business should be organized
• A target state informed by strategy and opportunities for optimization
• An operational design that depicts how business objectives will be achieved
• A basis for developing operational improvement and transformation plans
• A framework that enables goal congruence
SLIDE 3
Why is a Target Operating Model Important?
• Without a Target Operating Model operations often evolve and do not fully align to the business vision and strategy
– This approach might work initially, however it has significant associated risk
– Clients and products are added, new markets are entered and acquisitions are integrated.
– People, processes and technologies build and a complicated web of inefficient and ineffective systems and processes is created
• A Target Operating Model based on the business strategy often leads to a significant competitive advantage:
– Faster decision making in areas such as launching new products, services and partnerships
– Improved client service through greater roles and responsibility definition across the organization
– Better investments as they can more easily be assessed and prioritized based on business impact
– Reduced risk from a more controlled and stable operating environment
– Higher colleague engagement and alignment from clearer strategic execution plans
– Greater long-term operational efficiency and optimization
• Businesses without a Target Operating Model typically:
– Deploy increasingly greater resources simply to manage the issue resolution and operational deficiencies.
– Decisions are slow due to the lack of clarity as to how to implement strategies
– Costs of adapting technology and processes increase exponentially
SLIDE 4
Where does the Target Operating Model Fit In?
• A Corporate Strategy must be reflected in a Target Operating Model for the Strategy to be successfully implemented
• The Target Operating Model comes below the vision and corporate strategy and above the operational planning and execution.
• The Target Operating Model can be created in layers
• The Target Operating Model for corporate, country and function level operations must be aligned and congruent with the Corporate Strategy
SLIDE 5 and 6
Focus Areas for Transformation and Optimization
1. Client Valu
Annual business plan hr template : play this in slide show modeVipul Saxena
This is the Template which can be used for presenting Annual Business Plan for HR Deptt.
I have been using it and customise it as per needs of the organisation. Covers almost all aspects/challenges of HR Deptts
How to Build & Sustain a Data Governance Operating Model DATUM LLC
Learn how to execute a data governance strategy through creation of a successful business case and operating model.
Originally presented to an audience of 400+ at the Master Data Management & Data Governance Summit.
Visit www.datumstrategy.com for more!
Business is changing faster than it ever has before. To effectively support the business, HR needs to change, too. The one-size-fits-all HR mantra no longer works for all organizations. Many organizations need their HR to be far more flexible, with digital deeply embedded in the way it functions. Accenture has identified new, innovative HR operating models that create and sustain more flexible and integrated HR capabilities. Each model is designed to suit different strategies, cultures and types of workforces -- delivering a more flexible and strategically relevant HR.
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.
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.
PeopleWiz consultants carried out a rigorous diagnosis as well as external benchmarking study to build solutions relevant to the aspirations of the company. An implementation roadmap along with tools and templates were created. Crucial Communication events to socialize the road map and people management interventions were held. Leadership, management team and HR were coached on successfully implementing the interventions in letter and spirit.
“On Monday, April 2nd, City Manager Scott Hildebrand provided Mayor and Council with an update on the various Labour-related initiatives and strategies underway within the organization. At that time, an update on the progress of the Roadmap for Growth Strategic Plan was also provided. The City of Brandon would like to share highlights of the presentation with citizens to ensure all are up-to-date on its efforts.”
“The Management Academy has gained an excellent reputation. Our experience is that it is well managed and structured and that it quickly develops and enhances the skills of those on the programme”.
Alan Delmonte, Operations Director of the Horserace Betting Levy Board
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
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.
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
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.
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).
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
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/
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.
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
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
What are the main advantages of using HR recruiter services.pdf
Urbano seminar bupa-craig mccoy
1. HR’s ROLE IN TRANSFORMING
BUPA’S BUSINESS
Craig McCoy
Bupa Health & Wellbeing UK
26.04.12
1
2. Craig McCoy
• HR Director Bupa Health & Wellbeing July 2010
• Interim Group HRD Jersey Telecom Spring 2010
• Interim Group HRD 2ergo PLC 2009
• HR Director EMEA Aegis Media 2005 – 2009
• HR Director BT Major Business 2003 – 2005
• Group HR Director BSkyB 2000 - 2003
• HR Director UK&I Compaq Computer 1997 – 2000
• HR Director Datastream 1992 - 1997
2
3. What I am going to cover today:-
Back ground re Bupa
Business challenges
Changing customer perception – from Insurer to Healthcare Partner
Introduction of the Business Partner Model within HR
Engaging with and involving our people
Healthy life plans for our employees – showcasing our proposition internally
Impact on Bupa performance
Questions
3
4. Bupa – Established in the UK in 1947 and is now a global brand
Revenue Circa £8b
Head count Circa 53,000
Offices 15 countries
4
5. Bupa – BHW – Based in the UK
Revenue Circa £1.7b
Head Circa 3,500
count
Offices Salford Quays and
Staines (6th largest
Private Sector employer
in Greater Manchester).
Market NO 1 in UK PMI, circa
position 40%
5
6. Bupa Business Challenges
•Diversifying business – exited hospitals and life
assurance, grown internationally. More than just an insurance
company!
•More aggressive competition in the market
•More integrated products with flexible choice and pricing
•Mature product lifecycle business
•Restructure to reduce operating costs
•Rising costs of medical treatment in our supply chain
•Accelerate technology enablement – e.g. eCommerce
•Enhance strategic sales capability
6
7. BHW 2011 Transformation
The Bupa Health and Wellbeing (BHW) strategy is to create a differentiated
healthcare business, offering a portfolio of healthcare products and services, to
meet the needs of individuals through their life stages and businesses through
their business lifecycle, to become their healthcare partner.
‘Helping you find Healthy’
7
8. HR Service Model – Why Change?
Move away from traditional, functional HR model
Need for business partnering across BHW leadership and within HR team
‘One face to the customer’/single point of accountability
Job enrichment – broader, more multi-skilled and commercial roles
Better career development
New roles and new challenges for many
More cost-effective and efficient
8
9.
10. Developing Business Partnering Capability
• Ongoing programme of skills development (9 months)
• Training in business partnering (not just for business partners!)
• Business – based project work is an integral part
• ‘Action learning quads’ - balance learning from:-
team colleagues along with external facilitators
• Team building, transition, handoff points between ‘centres of excellence’
and HR Business Partners
10
12. Leadership Support Events
Challenging commercial business simulation spread across two days, giving the leadership community
the opportunity to stretch, test and explore leadership capability against the Winning Behaviours and
identify their own development areas.
A series of experiential
activities designed to allow
leaders to practice the BHW
Winning Behaviours in
action
400
Leaders
Attended
LSE
Self reflection, peer feedback and Winning behaviours-
facilitator observation after each linked to BHW Strategic Vision
leader led exercise which fed into •We deliver on our promises
individual Personal Action plans •We strive for excellence
•We embrace change
•We support and challenge each other
•We own and resolve issues
•We are passionate and enthusiastic
12
13. BHW Healthy Life Plans
On site clinical services (GP, Physiotherapy, Occ. Health)
On site weight management clubs
On site gym facilities
On site health assessments
On-line goal planning and behavioural change tools
EAP services (Finance, Legal, Counselling & Dependant Support)
Health Coaching (beginning with smoking cessation)
Nutritional labelling in on site restaurants
Annualised support of tactical initiatives through Health & Wellbeing Activists
Communication plan to bring benefits to life
Increase / encourage participation in 2011 and beyond
13
14. Internal Communications Vehicles
One Voice magazine
BupaLive
e-Distribution
Conference
Air & Share
Lunch ‘n’ Learn
e-Induction
Digital newsletters
Poster campaigns
Roadshows
Desk drops
Web surveys SOP
Communication Activists
14
15. Performance management and bonus approach
In combination, the performance and bonus approaches are designed to inform objective setting from a business and an individual perspective
The review of the performance management process for all managers in the Group Bonus Scheme
Approach and Key Changes
• Establish a common set of principles - with a
Objective Setting
• To support Bupa’s ambition of HCP we propose
• The rating scale applies to each factor
Rating Scale
two factor objective setting and rating scale 2 factors (A and B) for objectives (all managers • It aims to recalibrate performance, where a 5 is truly exceptional and
• Encourage and reward the setting and in the Group Bonus scheme)
exceeding of stretching targets - by raising the a 3 is good
bar • Factor A – delivering operational • The what and the how is embedded in the scale
• Encourage differentiation - recalibrating 3 as performance: The focus is on delivering
• The likely comparison to peers and the competitive market is called
good, with the very highest achieving 3 rated excellent operational performance for the
out to support calibration, fair differentiation and reward
employees eligible to receive 100% bonus business in the near term (including all
• Allow managers to manage - where each BU is commercial objectives regardless of time-scale)
awarded a bonus ‘pool’ and broad guidelines.
5 - Exceptional 4 - Outstanding 3 - Good 2 - Inconsistent 1 - Poor
• Factor B – building a better Bupa: The focus
Within these, the BU MD should identify the best is on building a strong business for the future, Significantly above Well above performance and Consistently achieving or Achieves in some areas, Not meeting performance or
performance and behavioural expectations above performance and although overall behavioural expectations
way to spend the bonus pool for maximum increasing capability, delivering continuous behavioural expectations behavioural expectations inconsistently meeting
return improvement and strengthening Bupa overall.
performance or behavioural
expectations
• Be flexible enough to support internal moves
and retention of key staff - allowing bonuses to Factor B objectives should begin with Delivers exceptional Delivers outstanding results
results against stretching against stretching objectives Delivers good results against
Achieves objectives in some Unacceptable performance
areas although not all / against objectives
be awarded to employees who have a) moved considering the business unit 3YP, and then objectives stretching objectives achieves most objectives
although they are not
into under-performing business units or b) have work across boundaries to build a better Bupa stretching
Likely to be at the top when Poor when compared to peers
demonstrated outstanding performance in their • The suggested form is simple, and aims to Likely to be at the very top compared to peers and Likely to be a core and key Likely to be inconsistently and against the competitive
when compared to peers against the competitive contributor when compared achieving when compared to market
part of the business, which is not reflected in the encourage the manager and employee to have a and against the market to peers and against the peers and against the
totality rich discussion
competitive market competitive market competitive market
• The year end rating will be
Year End Rating
Bonus Proposals
• The guidelines for bonus awards are as outlined in the table below
calculated by adding • Factor A – delivering operational performance for the business – is the lead rating in deciding where in
5 6 7 8 9 10
Building a better Bupa
together the 1-5 ratings for the bonus range to place an individual
each factor
• On both factors,
4 5 6 7 8 9
Factor B
Year end
behavioural considerations 2 3 4
appraisal rating
must be taken into account 3 4 5 6 7 8 5 6 7
5 6 6 7 7 7 8 8 8 9 9 10
when coming up with the
final rating 2 3 4 5 6 7 Suggested bonus range
(% of adjusted target)
Nil 0 - 50% 50% - 100% 90% - 115% 110% - 130% 130% - 140% 150%
• The final rating will inform
the bonus decision and 1 2 3 4 5 6
individuals will be eligible for • The distribution of ratings (and therefore likely bonus distribution) reflects the overall performance of the
a bonus if they achieve: 1 2 3 4 5
business
- 3 or above in factor A; and Factor A • Whilst bonus awards need to be strictly managed within the allocated BU bonus pools for the year,
- 2 or above in factor B Delivering operational performance significant discretion can be used as to the best way to allocate the pot across their teams
16. Bupa Group 2011 results (announced March 2012)
£8bn
REVENUE
£559m
PROFIT
20% 50%
GROWTH 4-YEAR
GROWTH
16