《美世hr如何成为一个战略业务伙伴课件》由会员分享，可在线阅读，更多相关《美世hr如何成为一个战略业务伙伴课件（32页珍藏版）》请在金锄头文库上搜索。
1、HRs New Role Becoming a Strategic Business Partner,November 2005,ODN National Conference Minneapolis,Mercer Delta Consulting,Overview,Brief Description Of Mercer Delta Consulting (MDC) HR Transformation and the Evolution of the HR Business Partner Concept What It Takes to Be An Effective HR Business
2、 Partner Using Diagnosis to Transform Relationships and Opportunities Staying Focused on Issues that Matter to the Business Delivering Changes That Make a Real Difference Some Examples of Doing It Well Next Steps,Mercer Delta Clients,Executive leadership at the public-company/enterprise level Includ
3、es CEOs, COOs, Executive Teams, and Boards Relationships extend out into the organization $1 billion+ enterprises and smaller high-growth companies Recognizing the need for change Aware of own limitations Looking for assistance,Mercer Delta Consulting,Illustrative Client Companies,s,Mercer Delta Con
4、sulting,Creating Knowledge,HR Transformation and the Evolution of the HR Business Partner Concept,The Promise of HR Transformation,Substantial cost savings through the automation and outsourcing of routine transactional work and the creation of shared services More complete, accurate, and useful inf
5、ormation management through the creation of comprehensive, all-encompassing databases and HRIS systems Enhanced accessibility and self-service through 24/7 online and call center support for routine operations Uniform policy application across locations due to centralization of decision-making in sh
6、ared systems Enhanced capabilities through centers of excellence for non-routine work Freed from the routine work, a new role for HR generalists as strategic business partners,Mercer Delta Consulting,From Personnel to Business Partner,Mercer Delta Consulting,Evolution of Organization Development,Mer
7、cer Delta Consulting,Ulrichs Human Resource Champions (1997),Four Roles for HR Administrative Expert Employee Champion Change Agent Strategic Partner,“When HR professionals work as strategic partners, they work with line managers to institute and manage a process that creates an organization to meet
8、 business requirements.”,Mercer Delta Consulting,Examples of Critical Capabilities From Ulrichs Human Resource Champions,Align performance measures to strategic priorities Attract and retain high-caliber people Be the technology leader in the field Create a shared mindset Create capacity for change
9、Demonstrate cultural flexibility Ensure trust between leaders and workers Form alliances with a variety of organizations Have a culturally diverse workforce Think and act globally,Have dominant distribution channels Have committed employees Identify and develop the next generation of leaders Improve
10、 speed, cash flow, profitability, and productivity every year Innovate and learn more quickly than competitors Maintain good investor relations Manage financial management systems Take risks Work in a boundary-less way,Mercer Delta Consulting,What It Takes to Be an Effective HR Business Partner,Beco
11、ming a Strategic Business Partner,Knowledge requirements Using diagnosis to transform relationships and opportunities Staying focused on issues that matter to the business Delivering capabilities that make a real difference,Mercer Delta Consulting,Mercer Delta Consulting,Business Partner Knowledge R
12、equirements Examples,Strategic,Operational,Business,HR,Compensation/benefits Recruiting Hiring/firing Data reporting Performance assessment Succession planning Relocation Orientation and training Labor law Merger integration Policy/fair treatment,Talent planning Talent development Performance manage
13、ment Executive succession Executive compensation HRIS Shared services Outsourcing/offshoring International law Acquisition assessment Managing diversity,Quality Productivity/lean manufacturing Cost-reduction Process reengineering Supply chain management Work redesign Customer management Product deve
14、lopment Change management Metrics/balanced scorecard Team effectiveness,Strategic alignment Organization architecture Globalization Enterprise integration Acquisition planning Organizational learning Executive development Cultural integration Change leadership Capability creation Board relations,Usi
15、ng Diagnosis to Transform Relationships and Opportunities,Diagnosis,Provides a powerful way of working with business leaders Involves a process and a set of principles Repeats whenever new opportunities emerge Helps transform relationships,Mercer Delta Consulting,Mercer Delta Consulting,The Diagnost
16、ic Process,Scouting and Agenda Setting,Implemented Streams - Examples,Organization Architecture Culture Change Executive Team Performance Leadership Development,Relationship Building,Contracting,Data Collection,Organizational Diagnosis,Data Feedback,Streams of Work,Data Collection and Analysis,Dialo
17、gues - centerpiece of data-collection strategy Input from business leaders on organizational issues and concerns Confidential, one-on-one discussions Structured process for interviewing, recording, analyzing, and reporting interviews with business leaders Results must feature powerful findings captured in the organizations own words,
