Implications

organization

for

the

next

generation

HR

For the HR organization to take on these new

responsibilities, it must be able to shed some of its more
routine tasks and restore its internal capability. Many
organizations have moved to using outsourcing vendors to
perform routine administrative tasks, while others have
continued to retain these activities in a shared services
environment.
The key steps toward achieving this include:

Getting out of the business of answering

questions, shifting to dealing with issues that are
more strategic. Spend less time managing routine
transactions and interactions that too often fill the days of
HR professionals. Place the nexus of addressing
administrative issues in one place. Track employee inquiries
to determine whether HR policies and procedures are easy to
understand and apply, and whether they need improvement.
At the same time, increase the availability and use of
employee and managerial self-service.

Developing relationships across organizational

boundaries: More and more, companies are looking to
outsiders to take over administrative components of the HR
function - particularly non-core tasks such as payroll and
benefits administration, as well as employee service center
management, recruiting, compensation administration and
HR data management. It is increasingly important to view
these companies as part of a larger extended enterprise.

 Building capability in the HR talent pool: Improve or

acquire the skills needed for a greater strategic orientation
in several ways: bringing in professionals from outside the
company; attracting existing employees from outside the HR
function to join the HR team; providing education to existing
HR professionals; and fostering opportunities for outside
development.
To prosper in a new environment, HR professionals need a
more strategic perspective on their services and capabilities.
The window for evolving into a more strategic HR
organization is now - miss it, and more than the power and
prestige of the HR function will be at stake.

Human capital management and its various offshoots are a lucrative market, but it's also
crowded as Workday, SAP, Oracle and Cornerstone are just a few key players. In addition,
companies like Appirio are strong cloud-based human capital management consultants and
integration partners.
IBM's move, which revolves around IBM's Kenexa software and services, repeats a familiar
theme for Big Blue. Here's the blueprint:

IBM builds or buys its way into a market such as cloud, HR and security via tuck-in
acquisitions.

Analytics, an IBM strength, are layered into the stack.

The company then uses its consulting unit to bundle in change and process
management expertise.

If it fits, IBM will also wrap in hardware such as its private and public cloud connections
for hybrid data centers.

IBM's HR effort follows that blueprint closely. IBM launched its Talent and Change consulting
practice with 1,600 change management consultants with help from 100 behavioral scientists
to use technology to identify top performers, cut attrition and evaluate the workforce.

How to improve the effectiveness of human resource

management

No doubt about itthe performance of your employees = performance of your

business. If your employees are effective and productive, you can see the positive on your
bottom line. Likewise, if they are ineffective or nonproductive, revenues and profits can
suffer. It makes good business sense to enhance employee performance. HR
Precision offers several methods to help you do it successfully:

Organizational Effectiveness Assessments

Performance Management Systems
Compensation Systems
Employee Satisfaction Surveys
Leadership Development & Coaching
Succession Planning

Organizational Effectiveness Assessments. You know the business has inefficiencies,

duplicative processes, ineffective teamwork and/or management, but you are unsure how
to fix the problems. Or you think you know what is wrong with "Department X", but an
outside third-party would be better equipped to objectively evaluate and make
recommendations regarding the problem area. Assessments are simply identifying gaps
between what is presently occurring and what you want to occur. It is frequently beneficial
to utilize an expert consultant to provide an objective assessmentwhether it's issues
involving an individual manager, a department, or an entire organization.
Performance Management Systems. There are three essential steps to effective
management of employee performance: (1) set expectations, (2) measure results, and (3)
hold accountable. Every organization should have a process that addresses these three
steps. If you have a system in place, make sure it's working and if not, fix it.
Compensation Systems. Your compensation system should align to your business needs as
well as contribute to attracting and retaining strong performers. This generally means
effective variable pay programs as well as market-competitive base pay programs. HR
Precision can assist in establishing both for your company. In addition, HR Precision has
conducted market-based salary surveys for a particular demographics; click here for an
example market-based salary survey.
Employee Satisfaction Surveys. Satisfied employees are more productive and more
committed to your organization. You want to retain key talent but are unsure what
improvements you should make. An employee satisfaction survey is a great method to find
out what your employees like/dislike about the company, its working environment, etc.
and thus, a great tool for you to know what enhancements you can make.

Leadership Development & Coaching. Training and development is more commonly

provided for employees than for managers. Yet, managers contribute significantly to the
business, for better or for worse. Poor managers lead to poor employees and high turnover
which leads to lost dollars. Managers are often promoted because they are the best at
what they do (programmer, engineer, accountant), but it doesn't mean they know how to
manage people. Your business can make a valuable investment by developing your
managers into effective leaders.
Succession Planning. Businesses of all sizes can obviously benefit from proactive planning
for their future, including their future management team. Succession planning can be
formal or informal, and documented or not. It is a method to identify key talent in your
organization for development purposes as well as to identify talent gaps that exist and
need addressed. Regardless of how in-depth your succession planning will be, the
assistance of HR Precision's expertise will help.