Strategic HR Management

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StrategicHR ManagementHR Challenges. HR Answers.

What is the strategic Human Resources? Which strategic challenges HR faces? How to assess your organization’s readiness for Strategic HR?

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úterý, 8. října 13

http://creativehrm.com


http://www.creativehrm.com


The HR Transition from transaction to transformation requires new thinking, models, practices and competencies. The legacy of HR with a focus on

administrative tasks keeps HR from delivering strategic value. The business demands the HR Organization, which has capabilities of agility, speed,

innovation, collaboration, talent and resilience. The business demands the Strategic HR Management.


creative HRM

Content(1) About cHR

(2) HR Challenge

(3) Move from Administrators to Strategic Contributors

(4) Role of Senior HR Leaders




creative HRM

About

creative HRM is a website covering many HR related topics... HR Management, HR Management Practices, HR Strategy, HR Models, HR Business Partnering Model, HR Processes, HR Development, Organizational Design ...

The website is new and fresh, a lot of new content will be added during 2013. Please, follow creative HRM as you do not miss any news... cHRM Twitter

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Strategic HR Challenges


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Current HR Challenges“Complete” list

๏ Globalization

๏ The War for Talents

๏ Pressure on Employees

๏ Declining Employee Loyalty

๏ Declining Customer Loyalty

๏ Interventions of Shareholders

๏ Increasing Speed of Change




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HR ChallengesGlobalization and the War for Talents

GLOBALIZATIONNew Markets and Global Talent Pools

Competitors hiring talents globallyGrowing competition from low cost countries

Skilled employees available globallyOne job board is not enough

Constant pressure on production costsNew competitors coming to market every day

Global shopping as simple as local one

WAR FOR TALENTSQuality of education constantly decreasing

Western university graduates less competitiveJust few companies can choose top talents

Talents require the protection against competitors

Top graduates do move globallyLocal universities are not sufficient pools

anymore




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HR ChallengesPressure on Employees and Declining Loyalty

PRESSUREEmployees work longer hours. Again.

New technologies require skilled employeesNo promise of “Life-long employment”Taking work home becomes a standard

Productivity gains become a standard part of the job description

Organizations do monitor and manage the span and layers

Constant organizational changes bringing uncertainty

DECLINING LOYALTYEmployees feel no commitment

Loyalty not reciprocated by the organizationLoyalty not seen as a corporate value

Engagement more difficultEmployees hiding best ideas for the new

employerEmployees are loyal to the industry or sector

Declining loyalty is a real danger for the business know-how




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HR ChallengesInterventions and Speed of Change

INTERVENTIONSShareholders demanding more from the

managementIncreased pressure to deliver increased profits

even in difficult timesThe leadership development programs under a direct supervision of shareholders and Board of

Directors

SPEED OF CHANGENo time to think about a complex change of the

organization in deepEach change is followed by other change

Black Swans occur regularly and change the entire industry

Complex and difficult decisions made in real time

No time to communicate to employees fully




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HR Leader’s ChallengeMost common issues and challenges

๏ They spend too much time discussing details of HR stuff that does not relate to business issues

๏ They seek management’s direction and leadership. They do not own leadership

๏ They lack the business knowledge that allows them to talk intelligently about business issues

๏ They do not tie HR initiatives to the bottom line well enough

๏ They use a unique language that doesn’t appeal to employees

๏ They do not bring enough to strategic conversation. They move too quickly to the details of execution

๏ They haven’t helped others at the business table understand either through concept or experiences why HR is at the table




Move from Administrators to

Strategic Contributors


Differention is more about partnering and gaining the trust and respect of line

management than it is about cost cutting and efficient administration.


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Tactical Human ResourcesWhat is is about?

๏ Baseline administration of people issues and data like:

๏ Benefits administration

๏ Compensation administration

๏ Employee records

๏ Affirmative action reporting

๏ Policy development and enforcement

๏ Traditional HR Programs

๏ Hiring

๏ Basic skills training

๏ Salary surveys

๏ Compensation program design




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Strategic Human ResourcesWhat is is about?

๏ Stimulating dialogue among the executive team to reexamine the clarity or appropriateness of the business strategy

๏ Aligning reward systems across the organization to ensure that they consistently encourage the fulfillment of customer needs

๏ Reassessing and projecting talent needs on the basis of the latest business strategies

๏ Redesigning work processes to eliminate aspects that do not add value or increase cost for the end customer

๏ Developing training solutions to build organizational capabilities required by the business strategy

๏ Redesigning aspects of the organizational culture




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Roadmap to Strategic HRKey Milestones to Pass

๏ Assess the organization’s readiness for change

๏ Develop a framework and language for Human Resources

๏ Understand the role of the senior HR leader as the organizational architect

๏ Clarify the role of the line management and engage the top management in creating and owning the HR strategy

๏ Create the HR Plan for the organization

๏ Clarify the role of generalist and specialist in HR

๏ Design the structure of the HR Organization

๏ Assess and upgrade the HR talent

๏ Recognize the political land mines in making the transition to strategic HR




Role of Senior HR Leaders in modern organization


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HR Leader’s QuestionsThe role of the leader in the organization

๏ How do I ensure that I am successful in the role of the HR leader?

๏ Do I keep doing what has made me successful in the past?

๏ Surely that must be something that I do differently. What is it?

๏ How do I develop the influence skills that will be needed to make a real difference to the business?

๏ What should the leader of the HR Organization be doing to position the group more strategically?

๏ How do I manage a boss who is not yet thinking about HR strategically?




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Role of HR LeaderOrganizational Architect

๏ The organizational architect sees things other business leaders do not; brings the systemic view to the work and looks across boundaries

๏ The early phase of the a complex change require a strong leadership role from Human Resources to identify the need and to garner the support and resources needed to get the work done

๏ HR must ensure that the ultimate owners of significant organizational efforts are line managers and leaders

๏ The organizational architects predicts and identifies issues arising from the transition of ownership to the line management




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creative HRM

About

creative HRM is a website covering many HR related topics... HR Management, HR Management Practices, HR Strategy, HR Models, HR Business Partnering Model, HR Processes, HR Development, Organizational Design ...

The website is new and fresh, a lot of new content will be added during 2013. Please, follow creative HRM as you do not miss any news... cHRM Twitter







