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Agenda
Why Develop a Value Driven HR Delivery Model? What are the Roles of a Value Driven HR Delivery Model?
Strategic Partner Change Agent Administrative Expert Employee Champion
The challenge is to maximize the value HR provides to the business, without losing credibility or performance in the administration tasks
Strategic Partner
Active Role in setting strategic direction
P R O C E S S E S
Design and implement HR programs that align / fit with the business vision
Change Agent
Effecting Transformation & Change
Create cross-functional collaboration & organization readiness to accomplish change initiatives & performance results
Administrative Expert
Process Optimization & Efficiency
Continue improvement of the HR processes to optimize operational efficiencies & employee self-service
HR
Employee Champion
Motivated & Competent Personnel
Develop employee competences with continuous skills & knowledge management; foster achievement / performance recognition programs
P E O P L E
TECHNOLOGY
David Ulrich Human Resource Champions: The Next Agenda for Adding Value and Delivering Results , Harvard Business School Press 1997
2007 Capgemini - All rights reserved Confidential and Proprietary
INTEGRATION
Strategic Partner
P R O C E S S E S
Design and implement HR programs that align / fit with the business vision
Change Agent
Create cross-functional collaboration & organization readiness to accomplish change initiatives & performance results
HR Administrative Expert
Process Optimization & Efficiency
Continue improvement of the HR processes to optimize operational efficiencies & employee self-service
Employee Champion
Motivated & Competent Personnel
Develop employee competences with continuous skills & knowledge management; foster achievement / performance recognition programs
TECHNOLOGY
INTEGRATION
Strategic Partner
P R O C E S S E S
Design and implement HR programs that align / fit with the business vision
Change Agent
Create cross-functional collaboration & organization readiness to accomplish change initiatives & performance results
HR Administrative Expert
Process Optimization & Efficiency
Continue improvement of the HR processes to optimize operational efficiencies & employee self-service
Employee Champion
Motivated & Competent Personnel
Develop employee competences with continuous skills & knowledge management; foster achievement / performance recognition programs
TECHNOLOGY
Training
INTEGRATION
Strategic Partner
P R O C E S S E S
Design and implement HR programs that align / fit with the business vision
Change Agent
Create cross-functional collaboration & organization readiness to accomplish change initiatives & performance results
HR Administrative Expert
Process Optimization & Efficiency
Continue improvement of the HR processes to optimize operational efficiencies & employee self-service
Employee Champion
Motivated & Competent Personnel
Develop employee competences with continuous skills & knowledge management; foster achievement / performance recognition programs
TECHNOLOGY
Compensation Management
Termination
..
2007 Capgemini - All rights reserved Confidential and Proprietary
INTEGRATION
Strategic Partner
P R O C E S S E S
Design and implement HR programs that align / fit with the business vision
Change Agent
Create cross-functional collaboration & organization readiness to accomplish change initiatives & performance results
HR Administrative Expert
Process Optimization & Efficiency
Continue improvement of the HR processes to optimize operational efficiencies & employee self-service
Employee Champion
Motivated & Competent Personnel
Develop employee competences with continuous skills & knowledge management; foster achievement / performance recognition programs
TECHNOLOGY
Change Agent
HR Leadership HR partners with line managers to lead and facilitate change Outsourced and Senioralign with business Design HR strategies to Change management facilitation Services objectivesBusiness and forces organization design and development Partners HR Consultant in development of enterprise Business Partners Competencies, Processes and Systems HR
values, mission, business planning, etc. Member of management team contributing to business decisions Delivers Strategic HR advice and guidance Manages Strategic HR Processes
HR support: Busines centers or Portal & s Network Self Administration Expert Employee Partners Champion of Service Expertise HR delivers timely, effective and customerHR facilitates, measures and improves the
centric administration at lowest feasible cost quality of management and teamwork
Facilitate effective HRM process delivery Promote employee relations and enterprise/ workforce relationship management Outsourced Promote quality of working life balance Management coaching Services Communication with employees
Analysis, Design and Improvement Long-range team/management development Continuous organization Effectiveness Specialist Improvement
Administration ofShared Admin payroll, workforce records, administration, training & HR infrastructure Services / Call Drives continuous improvements, e.g. center payroll, Outsourceddatabase maintenance, transaction processing and requisition tracking Services Data reporting and analysis for HR Decision Support
Adapted from Human Resource Champions role model (David Ulrich, 1997)
These building blocks are assembled into a variant of this general organizational model (especially in centralized companies)
HR Leadership
Business Partners
Business Partnership
Line Managers
Employees
HR Specialists
Provide centers of excellence for value added policies and processes
Outsourced Services
Outsourced Services
SM
Design Workshop
Collaborative workshop which includes key decision makers and stakeholders from both HR and the Business. Review output and findings from the survey. Define a portfolio of improvement initiatives. Build a Transformation Roadmap for HR.
HR Scan Insights
SM
Example analysis: Alignment of HR and business unit perceptions about the quality of HR in the organization
Strategic Partner
Business Challenges
Right roles? Right tools? Right image? Right focus? Right support?
10 9 8 7
Administrative Expert
Change Manager
HR
Relations Manager
Business Units HR
2008
Improve WebEnable Candidate application Process Implement Electronic Job Requisition Process
2009
People, Vision & goals
Employee Relations
Integrate HR Systems with other key Business Systems Implement Self-Service Improvements
HR Technology
Establish HR Technology Measures and Metrics Review SelfService (ESS/MSS) for Improvements
Review Strategic Measures and Benchmarks Complete Organizational Right-Sizing Improve Training Registration & Content by making it web-accessible
Implement Strategic Measures and Benchmarks Link Strategy, Planning, Performance, and Goals
Communicate Competencies
Communicate Promotion Eligibility and Performance Evaluation Criteria Review Errors in Payroll Administration
Performance Management
- Administrative Expert
Organizational Design
Transformation Management
- Change Manager
- Relations Manager
In Summary
Developing a Value Driven HR Delivery Model enables the following:
Create a More Strategic Role for HR
Define a Talent Management Strategy the Employment Brand Implement global HR policies and processes for key managers and talent Develop Business Partner role to help operational managers with HR management issues Active contribution to managing major organizational changes
Measure HR Performance
Use an HR Balanced Scorecard and benchmarking to measure and drive HRs contribution and efficiency Adapt and develop HR staff competencies; development of a customer service orientation within HR Develop internal and external networks of HR expertise
2007 Capgemini - All rights reserved Confidential and Proprietary
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