Professional Documents
Culture Documents
Myths !!
HR takes care of all the people stuff so line managers dont have to spend time on it.
HR's job is to be policy police and the health-and-happiness patrol HRs main function is to help employees. HR is merely a cost center that provides no real value to a company
O Challenges C Novelty
ompetitive ompensation
nsite pportunities
After 2 Years
Experience and staying educated on whats happening in the business world. Understands business strategy. How changes to talent management can help in achieving business objectives.
Business Acumen
Understand the environment in which the organization operates and contribute to improvement of human capital outcomes that affect business performance
Human Capital
*Talent Engagement, Retention Strategies, Performance Management, Professional Development Planning, Succession Planning, Compensation & Benefits etc.,
Workforce planning capabilities. Implementing the right HR philosophies. Reducing administrative work for HR business partners. Measuring both HR operational and business metrics. Seat at the table.
HR STRATEGY P E R F O R M A N C E
B U S I N E S S
G O A L S
Strategist
Change Agent
Administrator
Employee Champion
B U S I N E S S
By Dave Ulrich
Since being given the title of HR Business Partner, there has not really been much change to my day to day role
Unfortunately I am having to still focus on transactional work I dont get time for other activities which will contribute to the overall vision of the organization
(Why)
3 HR Redesign (How)
The Company is one of the worlds largest electronics manufacturing services companies. Some of the top customers are Cisco, Dell, HP to name a few. Year 2006 : The business goal was to quadruple revenue over a five year period.
2001 : The EMS industry stagnated due to the dot com and telecom crash. The company spent the next four years focusing on retaining its position as a market leader by restructuring and consolidating their operations, but they were on a downward trajectory. The top 150 leaders were surveyed to identify the high priority needs to sustain and grow. One of the recommendations was for a Centralized - Strategic HR Function. The company was geographically spread without a Centralized HR Function and the HR teams were focusing only on tactical and administrative items
Transformation
1 Business Context (Why)
Strategic HR Partner to ensure worldclass leadership, internal capability management, strong customer connectivity and operational efficiency.
Support for this Strategy is not going to be automatic and that communication and buyin from leaders, HR Professionals, line managers and employees is essential to sustain change. The vision, purpose, desired culture and strategy was cascaded right down to the last level in the hierarchy of the Organization.
3 HR Redesign
(How)
Next Steps
Its been three years. The Organization is operationalizing, executing and continuing to tweak the design to meet the needs of the ever-changing business challenges.
QUESTIONS ??