Your hr transformation Journey

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Equiniti presentation template user guide

Your HR Transformation JourneyTahir DittaWrong cityRight place1

Your HR Transformation Journey

I have been working with HR & Comms Depts of varying sizes Understand and benefit2AgendaIdentifyChange is DynamicBusiness StrategiesHR LeadsTransformationTactical v StrategyThe DifferenceQ & A

3What is in the story?Wiifm?Step back

3Where are you on your HR Transformational journey?IdentifyCompleted the Journey

Realisation Assessment In-process of deployment

Manage through change

Assess Status & RiskHavent started yet

Inventory Data & Process

Need Business Case

The end state vision4RoomAsk yourself4Change is Dynamic7 Trends Driving TransformationComplex Regulatory EnvironmentsFinancial

Environment

Consumer

Government

Monitoring BodiesGrowth from withinSmaller operations

Low-cost

Opportunities for growth

Customers seeking products and services at value

Growth from Mergers & AcquisitionVarying size and type of organisations

Different processes

HR Assessment

Hardship leaving little fatEconomicWeaker environmentStaff reductionsTransform business operations through processRe-engineer and leverage existing capabilities Across more markets

5Growth x2external x25Change is Dynamic7 Trends Driving TransformationSimple work is automated or outsourcedRequired talent is driven by complexity of work that employees handle.Investments in ERP, MRP & CRM systems left employees with the remaining complex work.Employees design and mange self service portals and inventory management systems Realign Internal TeamsNimbler processesManagement needs better and consistent informationCustomers demand simpler and standard processes Ditto supply chainConsistent processesImprove allocation of capital. Pace of BusinessLaunching multiple productsDrive revenue objectivesReact quickly to competitive products and marketing Maintain close relationships with customersCustomers environments also changing quicklyEncourages investment in talent strategies6Do more with lessHow we worksystems/outsourcing6Importance of business objectives behind companys operating strategyBusiness StrategiesDoubled in importance Gaining Access to Talent and Capabilities

Driving Cultural Change

Yet, Reducing costs decreased in total importance73 parts people are key process is secondaryinterestingly cost7Importance of business objectives behind companys operating strategyBusiness StrategiesDoubled in importance Gaining Access to Talent and Capabilities

Driving Cultural Change

Yet, Reducing costs decreased in total importance83 parts people are key process is secondaryinterestingly cost8Importance of business objectives behind companys operating strategyBusiness StrategiesDoubled in importance Gaining Access to Talent and Capabilities

Driving Cultural Change

Yet, Reducing costs decreased in total importance9

3 parts people are key process is secondaryinterestingly cost9Importance of business objectives behind companys operating strategyBusiness StrategiesDoubled in importance Gaining Access to Talent and Capabilities

Driving Cultural Change

Yet, Reducing costs decreased in total importance103 parts people are key process is secondaryinterestingly cost10Where HR is Expected to LeadLeaders in ChangeSkill / Talent Shortages62%

Leadership RoleAdvisor RoleExecution-only RoleInformed OnlyWhat role does HR play in responding to future work drivers?11What is HR Role?11Where HR is Expected to LeadLeaders in ChangeSkill / Talent Shortages62%

Leadership RoleAdvisor RoleExecution-only RoleInformed OnlyWhat role does HR play in responding to future work drivers?12What is HR Role?

12Where HR is Expected to LeadLeaders in ChangeSkill / Talent Shortages62%

Leadership RoleAdvisor RoleExecution-only RoleInformed OnlyWhat role does HR play in responding to future work drivers?13What is HR Role?

13Where HR is Expected to LeadLeaders in ChangeSkill / Talent Shortages62%

Leadership RoleAdvisor RoleExecution-only RoleInformed OnlyWhat role does HR play in responding to future work drivers?14What is HR Role?

14Achieve Business Objectives instead of HR Objectives.

What is a HR Transformation?ReconfigureFrom cost effective service to deliver business through processes.Expose HR to the true business of a company.Assign accountability to HR to achieve business goalsRedefine the metrics of successReconfigure HR process and technology to contribute to strategyAccountabilityForces both business and HR to collaborate.15Business Case an opportunity to present your case15Adoption of HR Shared Services or Outsourcing by ProcessTactical v StrategicTactical outsourcedPayroll, Benefits & Employee Contact Centre

Outsourced to a service providerOffshoreShared Service CentreManaged in-houseStrategic Relationship Managers focus on the business16To focus on the business consider providers 16Adoption of HR Shared Services or Outsourcing by ProcessTactical v StrategicTactical outsourcedPayroll, Benefits & Employee Contact Centre

Outsourced to a service providerOffshoreShared Service CentreManaged in-houseStrategic Relationship Managers focus on the business17What do strategy managers do?17Adoption of HR Shared Services or Outsourcing by ProcessTactical v StrategicTactical outsourcedPayroll, Benefits & Employee Contact Centre

Outsourced to a service providerOffshoreShared Service CentreManaged in-houseStrategic Relationship Managers focus on the business18Other areas need stay with HR what are they?18Adoption of HR Shared Services or Outsourcing by ProcessTactical v StrategicTactical outsourcedPayroll, Benefits & Employee Contact Centre

Outsourced to a service providerOffshoreShared Service CentreManaged in-houseStrategic Relationship Managers focus on the business19To focus on the business consider providers 19Human Resource Organisations Before and AfterThe Difference MadeBusiness Focused HR Active in business issues and development opportunities.

Developing talent management strategies that drive business success

Analytic , insightful and relationship focused; strong knowledge of business

Benchmark efficiency, with a focus on operations with strategic value.DimensionBUSINESS ENGAGEMENT

STRATEGY

TALENT

OPERATIONSAdministratively focused HRAt process touch points or for exceptions

Managing cost , efficiency of HR team, executive leaderships special projects.

Compliance, process efficiency, and HR requirements

Managing multiple systems and processes to HR timeliness. 2020Where are you on your HR Transformational journey?IdentifyCompleted the Journey

Realisation Assessment In-process of deployment

Manage through change

Assess Status & RiskHavent started yet

Inventory Data & Process

Need Business Case

The end state vision21IdentifyOur passion is making complex things simple.Is Your HR Journey truly Transformational? 22Q&ATahir DittaMaking complex things simple