Is HR adding value to Business?

Sukumaran Mariappan
Head Human Resources SAARC Region, ME & Thailand

Employee engagement is commitment to job, manager, team, and organization, which drives effort and intent to stay, resulting in improved performance and retention.

Source: CLC Employee Engagement Research

Focus should be on drivers of both rational & emotional Commitment for successful Employee engagement

Effective HRLine Support Drives Talent and Business Outcomes HRBP performance is the biggest driver of HRline support effectiveness regardless of service-delivery model

Source: Corporate Leadership Council, HRLine Support Effectiveness Survey. The effects are modeled using a variety of multivariate regressions with appropriate control variables

The HRBP Job Is Actually Four roles The HR Business Partner performs a variety of activities for the line. These activities group into the following four roles

Source: Corporate Leadership Council, HRLine Support Effectiveness Survey.

The Strategic Partner Role is Most Important Strategic Partner activities have an average impact on HR-Line support effectiveness of 33%, which is three times higher than the next largest category, the Operations Manager, which has an average impact of 11%.

Source: Corporate Leadership Council, HRLine Support Effectiveness Survey.

Organisations with effective EVPs enjoy significantly higher levels of commitment from their employees

Source: CLC Employment Value Proposition Survey

Our Employee Engagement practices are focused on strengthening our Employment Value Proposition

A vast majority of drivers lie within managers span of control

Questions to HR Leaders

Thank You