Professional Documents
Culture Documents
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HR Management Activities
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HR Management Challenges
Globalization of Business
Outsourcing and increased competition
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HR Management Challenges
Workforce Availability and Quality Concerns
Inadequate supply of workers with needed skills for knowledge jobs Education of workers in basic skills
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HR Management Challenges
Workforce Demographics and Diversity
Increasing Racial/Ethnic Diversity More Women in the Workforce
Single-parent households Dual-career couples Domestic partners Working mothers and family/childcare
Age discrimination
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Figure 15 19
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Figure 16 111
HR Transformation
Process of Recreating the HR function so as to enhance HR contribution to the business
It involves a shift from the internal operations (transactional, inward) activities to a more market perspective related performance.
Over the years role has been evolving, but within its HR (Personnel) box. Current transformation is breaking outside the box Now HR transformation deals with issues of Organisational Renewal, Change Management, Business Success, Business intellegence, Culture, Behavioral Change.
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Changing Role of HR
HR ROLE/CONTRIBUTION
BUSINESS PARTNER
CONSULTANT
TRANSACTIONAL
LOW VALUE
HIGH VALUE
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Changing Role of HR
TRANSACTIONAL
CONSULTANT
BUSINESS PARTNER
Integrate Strategy
Outward
Proactive
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Transactional example of HR
Delivering a Service to a client or end user. Recruit an Engineer Investigate a discipline Case Book Training for the participants to Carry Workshop Provide Consulting Plus all the other Record keeping Functions
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CONSULTANT
Provide HR to a Business Unit in order to solve a specific problem. Define competence requirements Giving advice in dealing with specific issues eg.: How to stop a Competitor from poaching your staff; How to create a Customer Care Culture.
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PARTNER
Working with the top Management Team as a partner in:
Participating in defining Business Strategy. Actively live up to Vision and mission statement Influencing change in Strategy in view of the organizations Talent Base, or ability to build one in the short Term. Develop capacity building Implementing the HR component of the Business Strategy.
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The Role of HR
Future / Strategic Focus
Strategic Partner
Strategic HR Planning HR as Business Partner Culture and Image
Change Agent
Staffing Organizational design Survey action planning Performance measurement Training and development
Processes
People
Administrative Expert
Compensation Benefits HR information systems Compliance
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Conclusion
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OPERATIONS
FINANCE
Human Resource
MARKETING
I.T
The new organisation places greater demands on HR assesments professionals to show their worth. New compatencies must be demonstrated to play a broader role in the organisation.
More holistic and dynamic models/approaches are needed to have a greater impact on decisions made and programs adapted
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HR/assessment professionals are in a perfect position to regain and sustain their place in the new organization.
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THANK YOU
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