Next Generation on HR Transformation, turnaround to sustain business competitiveness, profit and...

L o g o HR TURNAROUND TO SUSTAIN BUSINESS COMPETITIVENESS,

PROFIT & GROWTH

Facilitating by : Bima Hermastho& Benny Saputra

Thurs, 6th March 2014

PT. TelkomselOn National Human Capital Management GatheringGrage – Kuningan , Cirebon

L o g o

Company Logowww.themegallery.com

L o g o

L o g o

Company Logowww.themegallery.com

L o g o

HR Focus:Staffing Compensation, HR planning,

training

Introduction

Staffing andtraining

Change managementOutplacementCross-training

Growth Maturity Decline

Crisis: Leadership

Need:Creativity

Crisis: Delegation

Need: Clear direction

Need:Formal systems

Crisis: Bureaucracy

Crisis: Change resistance

Need:• Streamlined

decision making• Flexibility• Small-company

thinking

Evolution of Organizations

L o g o

HR Transformation

Process of Recreating the HR function so as to enhance HR contribution to the business

It involves a shift from the internal operations (transactional, inward) activities to a more market perspective related performance.

Over the years role has been evolving, but within its HR box. Current transformation is breaking outside the box

Now HR transformation deals with issues of Organizational Renewal, Change Management, Business Success, Business intelligence, Culture, Behavioral Change.

L o g o

L o g o

L o g o

Transformation Wave

5-10 years ago: focused on improving technology and service delivery, technology shift gives new aspects

Competition, Time to market, Intranet, Restructuring/Rightsizing, Outsourcing

This was the role of HR as a Consultant. Role did not transform the HR function into a business partner

Now HR is being called up to deliver

L o g o

Transformation Wave

HR Business Partnering model often started off as a Cost Saving initiative, responding to a Business Directive. This was the Driving force of the model in the 90’s.

Led to the introduction of IT Driven HR Services, Self- service forms processes etc.

What started as a Cost Reduction/Competition Program ended up as a Revitalisation of the whole HR Activity

Now HR is the driving the vision-strategy targets Closer follow up related to market changes

L o g o

L o g o

HR as Capacity building force

HR as Change Manager (Opportunities-Steering)

HR as Relationship Builder

HR maintaining Human Capital

Four Key Roles of HR as a Business Partner

L o g o

L o g o

Voice of Business

How is the HR division adding the greatest value at the smartest cost?

How is the HR division prescriptively managing the HR-related financial risk?

How is HR maximising return on investment on special projects, initiatives etc.

L o g o

Voice of Customers

What is the overall quality of HR’s customer responsiveness, reliability, and problem resolution?

How user friendly and accessible are HR’s tools, products and processes?

How satisfied are HR’s clients with their business partnerships?

L o g o

Voice of Operations

How efficient, effective, accurate, timely and relevant are HR’s key processes?

How effectively does HR leverage technology to improve our business processes and customer interactions?

Are HR’s processes compliant with government and company regulations?

L o g o

Voice of Employee

How is HR developing the talent and diversity needed to be successful now and into the future?

How is HR developing the leadership bench strength needed to be successful; now and into the future?

How is HR building a workplace that results in employee commitment and retention?

L o g o

To Achieve positive result, we must :Un managed CHANGE, can be met:

Thereby Facilitating:

L o g o

Company Logowww.themegallery.com

L o g o

Starting as Practitioner Human Resources Management, in Managerial Level SIEMENS Group. PT Infineon Technologies Batam HRM Superintendent in Coal Mining Contractor, PT. Bukit Makmur Mandiri Utama (BUMA) jobsite Adaro, Kalimantan Selatan Experience as GM HRM PT De Vanir Source Indonesia, as ATPM Belshina Tyre, Belarus Rusia. Senior Manager in 2 Coal Mining Contractors Psychologist, focus on Industrial and Organization Psychology. Current, Faciilitator, Consultant, Project Manager PT. Freemind Management Consulting HRM Certified :

Certified Balanced Scorecard Professional (CBSCP)Certified Lean Management Professional (CPHRM)

Certified Professional in Human Resources Management (CPHRM) Certified Lean Six Sigma (CLSS) Certified Kaizen Engineer Professional (CKEP) Certified Organizational Development Professional (ODCP) Certified Talent Management Professional (CTMP) Certified Recruitment Professional (CRP) Certified Compensation Professional (CCP) Certified Global Remuneration Professional (CGRP) Certified Performance and Learning Professional (CPLP)

BENNY SAPUTRA

Snr ConsultantBennysaputra.hr@gmail.com

+62 81213741454

L o g o

Company Logowww.themegallery.com

L o g o

FMC, with its deeply talented team of professionals specialized in Business Performance Improvement Project around Asia, excels at thought leadership and innovation in developing your people to accelerate your organizational success.

Vision We will be a quality leader in development of business with global reach by serving

ambitious clients, taking global knowledge to local markets.

Mission We deliver management consultancy where environmental challenges, technology,

business systems and people are combined in sustainable change for competitive people and great business.

Challenging culture At Freemind Management Consulting, taking the lead without restrictions and testing

one’s capabilities without limitations will always be a legitimate approach – given the appropriate professional background and goals.

PT. Freemind Management Consulting www.freemind-consulting.com

L o g o

Company Logowww.themegallery.com

L o g o

Company Logowww.themegallery.com

L o g o

Click to edit company slogan .