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Role Of HR Within An Organization


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A brief overview of the role that HR should play within an organization

Published in: Business, Technology

Role Of HR Within An Organization

  1. 1. role of human resources within an organization tom perrault
  2. 2. role of hr within an organization <ul><li>human capital strategy – that is, the people side of business design centered on the selection, deployment, motivation, and management of people – is a key driver of business success: </li></ul><ul><ul><li>almost any significant changes in market dynamics or business design will require changes in a firm’s human capital strategy </li></ul></ul><ul><li>an organization’s business strategy is driven by numerous dynamic factors: </li></ul><ul><ul><li>external market factors that create demand and shape the competitive environment for products and services </li></ul></ul><ul><ul><li>organizational factors including core competencies, products, structure and composition of the business units, the cultural and political environment within the organization </li></ul></ul><ul><ul><li>people factors including leadership and management competencies, the ability of the organization to develop and retain talent </li></ul></ul>business strategy <ul><li>the hr function delivers a range of consulting and program administrative services based on the organization’s needs. hr’s service delivery strategy must be: </li></ul><ul><ul><li>responsive to the organization’s business strategy </li></ul></ul><ul><ul><li>explicitly aligned to support the implementation of the organization’s human capital strategy </li></ul></ul>hr service delivery strategy
  3. 3. hr structure architects strategists/translators corporate hr line hr compensation benefits hr information systems learning and development staffing hr operations hr compliance and administration business impact organizational effectiveness workforce planning and development performance management employee champion change expert culture work vp of hr
  4. 4. <ul><li>skill areas: </li></ul><ul><li>business acumen industry savvy hr aligned with business </li></ul><ul><li>measures contribution builds org capability benchmarks best practices </li></ul><ul><li>business processes strategic planning </li></ul><ul><li>human resource professionals are expected to contribute to the planning and strategy of the business of which they are a member. they are responsible for turning future strategies into future work force capabilities and management practices such that the business results will be achieved. hr has the shared responsibility to deliver organizational excellence. </li></ul><ul><li>an hr business partner should be able to: </li></ul><ul><li>demonstrate adequate knowledge of the business and industry such that he/she actively contributes to business decisions and planning. </li></ul><ul><li>identify and achieve priority human resource strategies that are aligned and have material impact on the outcomes of your business. </li></ul><ul><li>work with the leadership team to ensure employees understand the strategic direction of the organization and create opportunities for management and employees to discuss strategy. </li></ul><ul><li>demonstrate an ability to identify what organizational capabilities are required to achieve the business results. </li></ul>line hr: business impact
  5. 5. line hr: organizational effectiveness <ul><li>skill areas: </li></ul><ul><li>organizational diagnosis organizational design team building strategies </li></ul><ul><li>clear problem identification data analysis systems thinking and application </li></ul><ul><li>resolution strategies group facilitation appropriate use of survey tools </li></ul><ul><li>consulting skills </li></ul><ul><li>an hr business partner should be able to: </li></ul><ul><li>consult with the leadership team on how best to improve organizational performance considering all parts of the system (the structure, systems, staff, style, skills and shared values) necessary to position the organization for success. </li></ul><ul><li>use appropriate data gathering methods and tools to make an accurate evaluation of the situation. </li></ul><ul><li>identify the business problem to be solved, establish objectives of the OD intervention, successfully implement and evaluate its outcome. </li></ul><ul><li>provide consultation on appropriate organization design alternatives based on business needs. </li></ul>
  6. 6. line hr: workforce planning & development <ul><li>skill areas: </li></ul><ul><li>skill identification skill planning continuous improvement </li></ul><ul><li>retention employee development continuous learning </li></ul><ul><li>leadership development performance management recruitment </li></ul><ul><li>human resource’s role is to design and drive strategies that build a capable work force that is a competitive and strategic advantage for our company. </li></ul><ul><li>an hr business partner should be able to: </li></ul><ul><li>create and drive strategies that build a work force necessary to meet the business objectives. </li></ul><ul><li>demonstrates an expert ability to assess leadership bench strength and design methods to build the leadership team. </li></ul><ul><li>identify skill gaps in current workforce and implement the strategy to close the gaps. </li></ul><ul><li>optimize the performance of the workforce by creating retention strategies, productivity improvements, and identity competency upgrade opportunities. </li></ul>
  7. 7. <ul><li>skill areas: </li></ul><ul><li>employee growth communication strategies motivational strategies </li></ul><ul><li>reward and recognition teamwork build community culture awareness </li></ul><ul><li>as an employee champion, human resources complements the line manager’s work by influencing practices that promote positive employee relations and create a work environment that will enable increased employee contributions to the business. </li></ul><ul><li>an hr business partner should be able to: </li></ul><ul><li>promote management practices that create and sustain positive employee relations in the organization. </li></ul><ul><li>be trusted and have credibility with employees (listens, is perceived as fair, gives appropriate counsel). </li></ul><ul><li>strike an appropriate balance between doing what is right for the individual and what is right for the organization. </li></ul><ul><li>assess employee morale and influence management to make appropriate improvements. </li></ul>line hr: employee champion
  8. 8. line hr: change expert <ul><li>skill areas: </li></ul><ul><li>predict when change is needed re-engineer org/processes manage change process </li></ul><ul><li>build commitment creates shared vision </li></ul><ul><li>human resource’s role is to build the organization’s capacity to change by influencing the culture to embrace the need for change, reducing the time necessary to adopt the change and increasing the quality of the change process. </li></ul><ul><li>an hr business partner should be able to: </li></ul><ul><li>influence the organization to reengineer processes and structure to move the organization in the future. </li></ul><ul><li>design change strategies and implement against a plan in conjunction with the leadership team. </li></ul><ul><li>assess organizational commitment around the desired change and proactively resolve objections. </li></ul><ul><li>successfully influence leaders in a way that positively impacts the change efforts. </li></ul>
  9. 9. key hr operating principles <ul><li>customer service is king </li></ul><ul><li>there is no such thing as a casual </li></ul><ul><li>commitment </li></ul><ul><li>always do the right thing </li></ul><ul><li>be tenacious! </li></ul>