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Haidir Afesina Hendra Winata Mita Listyatri Andek Prabowo Aprian Eka Rahadi Chairunnisa Mirhelina Franciscus Xaverius Kresna Paska Agung Indri Pramantyo
Facts
Verizon Communications Inc. was formed in 2000
Outline
People Factor
Challenge
Business Strategy
HR Analysis
Recomme ndation
HR Practices
Challenge
TURNOVER (Customer & Employee) and CUSTOMER SERVICE quality were the major problem of telecommunications companies in USA
Communicating GTE new strategy and linking HR actions with business results
Developing people Monitored financial result
HR Balance Scorecard
Lesson Learn #1
People Factor
Garrett Walker
Project Director of PMA (Performance Measurement Analysis)
Charles R Lee
CEO and Chairman of GTE ..$75 million a year to train our employees. What do we get for that? HR People has issue with measurement culture
J R Macdonald
Head of Human Resources Need quantitative model for measurement
The Balanced Scorecard by Kaplan & Norton as a guidance Lead the HR measurements core team
Strategy Alignment
Defined Goals
Competitive Capability
Strategy Map/linkage
Metrics
Business Strategy
LEADERSHIP 2000
To become worldwide player in telecommunication
People Imperatives
Grow talent to increase the value delivered by the workforce New behaviors, actions, and capabilities to drive the business results
5 Strategic Thrusts
Talent
Leadership
Organizational integration
HR Capability
Lesson Learn #2
HR Balance Scorecard is a method of financial and noon financial measurement including leading and lagging indicators, by focuses on the drivers of success and is linked to the company`s strategy .
HR Practices
Strategic Perspective
Financial Perspective
HR BALANCED SCORECARD
Operational Perspective
Customer Perspective
HR Practices
The first 6 month Things didn`t change HR dept. tend to eliminate certain measures if performance poor Managers Resistance as they scared to lose control
Start
REVIEW
Compensation
Base pay 25% to 40% Executive 10% HR
Financial Payoffs
Separation rate Exit interview Benefits Absence rate
Lesson Learn #3
HR Scorecard helps the company
to monitor workforce indicators, to analyze workforce statistics , to diagnose workforce issues, to calculate the negative financial impact, to prescribe solutions and track improvements
Strategy Maps
Strategic Operations Customer Financial
Sales competencies
Establish ongoing assessment of targeted employees Provide target training and services
Service
Partnership
Lesson Learn #4
To implement to HR balanced scorecard, Verizon HR successfully change by having the guidelines of Leading change, Creating shared need Shaping a vision, Mobilizing commitment, Building enabling system, Monitoring and demonstrating progress And Making it last for sustainable
Recommendation
Full Support from Top Management as Sponsor