Master the Basics of:

Human Resources
Breaking Into HR Practices

Presented by Christian Hadi

HELLO!
• Breaking Into HR Practices

• Employee Lifecycle

• Talent management

• Performance Management

• Reward Management

• HR Technology, Operations and

analytics in Company

• Final project presentation

 Hey I’m,
PUT YOUR NAME HERE
I am a,
• Bank BTPN - HR Technology & Analytics Head
• UOB Indonesia – HR Ops & Tech Services Head

• HSBC Indonesia – Sr Mgr HR Business Suppport

• HM Sampoerna – IS Analyst

• EY – Senior Associate

• Nutrifood Indonesia – Business Analyst

Evolution of HR

HR
HR Practices Human Resources HR Outside In
Administration
Strategy

Source: HR from the Outside In – Dave Ulrich

Main Pillars of Human Capital in Organization

Business Partner Center of Expertise Shared Services

Their primary function is to work with
(CoE)
the company's • Payroll
• Recruitment
senior leadership team and with • Personel administration
• Organization management
department managers to help guide • Reimbursement
• Performance management
and communicate overall company • Income tax calculation
• Rewards management
strategy. HR business partners • Absence
• Talent management
collaborate with the HR department • Other employees information
• Employee relations
while consulting the executive team system
• Training
on HR issues and initiatives
Enabling HR to Play Strategic Role in
Organization Success
Main Pillars of Human Capital in Organization
Business Partner
Their primary function is to work with
the company's
senior leadership team and with
department managers to help guide
and communicate overall company
strategy. HR business partners
collaborate with the HR department
while consulting the executive team
on HR issues and initiatives
Lagging business partners:
Retain a large proportion of their operational duties whilst attempting to build
more strategic competencies
Are treated by the business as a service provider rather than a true partner
Have limited understanding of key business or organization issues
Are very HR focused rather than business focused
Leading business partners:
Act as trusted advisors who create value for the organization
Can effectively manage change, culture and talent to deliver values for the
organization
Have a solid understanding of key business issues and proactively suggest people
solutions
Understand people related risks and help their clients develop risk mitigation
strategies.
Main Pillars of Human Capital in Organization
Business Partner
Their primary function is to work with
the company's
senior leadership team and with
department managers to help guide
and communicate overall company
strategy. HR business partners
collaborate with the HR department
while consulting the executive team
on HR issues and initiatives
Has the current generation of HRBPs worked?
No why? HRBPs have been unable to move aways from their
operational duties of representing HR with business
HRBP can add value by
• Focusing on strategic issues that contribute to the growth and
competitiveness of the business
• Taking a big picture perspective regarding the organization's
priorities and goals.
• Being the diplomat and negotiator to align the agendas of the
business and the HR functions
Main Pillars of Human Capital in Organization

Center of Expertise COEs provide strategic, design and consultative service to

(CoE)
• Recruitment
• Organization management
• Performance management
• Rewards management
• Talent management
• Employee relations
• Training
HRBP and assists HR Service Center in resolving complex
issue
Design intent
Centralized and focused on supporting corporate objective
Design HR products and services as champions of good practice
Own company-wide HR policies
Main Pillars of Human Capital in Organization

Center of Expertise Has the current generation of COEs worked?

(CoE)
Yes but the execution must be improved and ensure their design
• Recruitment
• Organization management
and developments are aligned with strategic organizational goals.
• Performance management
• Rewards management Important to get basic right
• Talent management
• Employee relations
• An embedded service and continuous improvement culture
• Training • Technology enable specialist HR skills
• A data ownership culture
Main Pillars of Human Capital in Organization

Shared Services The concept of HR Shared Service rests on 3 (three) principles:

• Payroll
• Personel administration
• Reimbursement
• Income tax calculation
• Absence
• Other employees information
system
1. Standardization,
2. Consolidation,
3. Reengineering
HR Shared Service allows companies to consolidate/strip out
the lower value transaction processing
Has the current generation of HRSSC worked?

Yes, but the design must fit the organizational context

No “one size fits all”

HR Function Activity Map
Human Resources Management Process

Decruitment
Activities for staffing
the organization and
sustaining high
Identification
Human and Selection
Recruitment Selection
Capital
Planning
of Competent
Employees
performance
employees ..

Adapted and Competent

Employees with Up-To- Orientation
Training
Date Skills and
Knowledge

Competent and High-Performing

Performance Career Compensation
Satisfactory Employees Who Are Capable of
Industrial Sustaining This High Performance
Appraisal Development and Benefits
Relations Over the Long Term
HR Strategy
Deloitte HR Strategy & Service Delivery Framework
Human Resources Contributions
Helping the organization reach its goals
Strategy
Employing the skills and abilities of the workforce efficiently

Providing the organization with well-trained and well-

motivated employees
Objective
Increasing to the fullest the employee’s job satisfaction and
self-actualization
Developing and maintaining a quality of work life that makes
Policies employment in the organization desirable
Communicating Human Capital policies to all employees

Helping to maintain ethical policies and socially responsible

Procedures/ behaviour
Rules Managing change to the mutual advantage of individuals,
groups, the enterprise, and the public
Source: Human Resources Management, John M.
Ivancevich
HR Strategy
Strategic Workforce Planning

Define Analyze Define Gap Implement

Company Current future identification Action &
Strategic workforce workforce and how to Evaluate
Direction needs minimize the gap Regularly

Skill & Size

HR Strategy
Workforce Planning – Gap Fulfillment Strategy

Recruitment / Internal Transfer Outsourcing Internal

Derecruitment / Reorganization Development
THANK YOU