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The Rough Guide To : A New Business Model For HR
The Rough Guide To : A New Business Model For HR
About Me
Jim Lefever
Policy actions have lowered acute crisis risks in the Euro area and the US. Europes return to recovery, after protracted contraction, is delayed. Macro uncertainty is impacting business plans and stability. US Fiscal cliff avoided but the lemmings are still gathered at the edge. Everything being equal, global growth could be stronger than projected. Downside risks remain significant. In Asia-Pacific;
China will see a cyclical bounce, though structurally, growth is slowing. GDP growth in India forecast at 5.5% in the current financial year. The current account deficit is expected to be wider in third quarter on the back of slowdown in net exports of services and larger outflows of investment income payments. Australian resource investment boom is likely to peak in 2013, but exports are expected to recover and housing investment is expected to stop declining. Japans economy should improve as the global economy improves . However, in the near term, political tensions with China will impact GDP . South Korea's domestic risks like declining home prices are fading and the economy is expected to grow 3.4% next year.
Sources: 1. Societ Generale; Here's What The World Will Look Like In 2013 And Beyond. Link 2. IMF; World Economic Outlook Update. Link
Talent
HR doesnt understand the Business imperatives Is not a commercial partner Not engaging at the right levels in the right way Process police, too bureaucratic Low value add Focus only on the transactional Not forward looking Doesnt ask the right questions Reactive, not proactive
Its time to climb the Value Chain. HR must become a Business. A business that flows, with a structure complementing the business flow. That understands its customers and their needs, capable of balancing the strategic with the transactional. Recognising and using partners, both old and new, where appropriate, and embracing new technologies. Every business needs a brand, and a mission, and allows for customer queries, adopting a consulting focus to deliver solutions; continuously innovating, communicating and measuring the right things.
HR as a Business Refine Relationship & Delivery Channels Refine Services & Solutions Segment & Target Customers Adoption of New Model Fire Fighting
Value
Time
10 The Rough Guide to A New Business Model for HR
Customer Segmentation
Customer Relationship
Solution Design
Delivery Channel
Customer
Cost Of Delivery
Net Benefit
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Customer
4. Optimised Delivery
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HR Business Partners
Employee Relations
HR Operations, IR
HR Help Desk
First Contact, Case Management
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Customer
GL&D
Recruit
Escalation
WH&S HR Partner
Specialist Advice
Business
Employees
HR Help Desk
SPOC will change dependent upon Solution being delivered to the Customer
Solution Delivery
Note: 1. Depending on solution being delivered, either HR Business Partner or HR Project Manager
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Recognising and using Partners, both old and new, where appropriate,
Example Outsourcing Areas; HR Strategy Development HR Projects
Succession Planning Talent Management Organisational Design Change Management First Contact Case Management RPO
HR Help Desk
Recruitment
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Mobile Optimised (HTML5) websites Targeted microsites for campaigns HR Apps (e.g. ADP Mobile Solutions, BizX Mobile, Kronos Workforce Mobile) CRM & Sales Performance Management (e.g. Salesforce) HRIS (e.g. Oracle, SAP) Performance Management (e.g. SuccessFactors, Kapta) Learning Management Systems (e.g. Topyx, Moodle) Recruitment (e.g. Taleo, PageUp) Is the employment brand competitive? Are the right candidates being attracted? Which recruiting sources are delivering the best candidates? Are any of the teams likely to put the business at risk? Is the right talent on board to take the company where it needs to go?
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And a Mission
We act as the key supplier of HR Services to the business, providing structured Solutions targeted at business needs, supported by a strong Services Portfolio and commercially focussed Core Capability.
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T4
T3
T2
T1
T0
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Solution Development
Needs Qualification
Customer Needs
Continuous Improvement
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Continuously Innovating,
For Example: HR2BE to Leaders - the Art of Partnership Leaders Support Site HR Calendar for Leaders with Outlook upload capability HR Podcasts Voice of Customer Survey Lean Six Sigma of Key Processes
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Communicating,
Face to Face Weekly Blog Twitter Branded Messaging Business Briefings Case Studies White Papers Quarterly Town Halls Leadership Meetings Business Unit Meetings
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Return On People Employed Value Added per Person Average Cost per Person Cost of Turn-Over Leave Liability
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About Us: HR2BE work with small and medium businesses to put in place really simple, really effective and pragmatic Human Resource strategies and actions that will save you money, minimise your risk and increase productivity.
Our fully qualified and experienced team can be engaged to deliver a simple policy or single project, such as a new performance management system, through to acting as your outsourced HR partner on a retained basis. We can help you by drafting employment contracts, Human Resource processes, HR training or to put in place a full Human Resource program of works.
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