Click to edit Master subtitle style
Click to edit Master title styleHR As A Business Partner
Designing Strategic Initiatives
OBJECTIVES
• Examine Executive Motives
• Perform Cultural Assessment
• Prescribe Organizational Strategy
EXECUTIVE GOALS
1. Increase Shareholder Value
2. Maximize Resources
3. Fulfill Board of Director’s Expectations
GAP ANALYSIS
1.Business Issue
2.Performance Initiative
…what performance initiative does the business issue create?
SOLUTION
1. Awareness (Communication)
2. Ability (Learning)
3. Willingness (Desire to Participate)
4. Performance (Tracking)
3 TYPES OF RESULTS
1. Operational Results (Score Card)
2. Impact Results (Data)
3. Business Results (ROI)
Measurable Results
Degree of Importance
Str
engt
h of
Evi
denc
e
Operational
Impact
Results
Examples of Business Results Metrics
Showing Causation
• Sales vs. control group• Response rate in test• Return on investment
Examples of Program Impact Metrics
• Change in sales• Participants at goal• High test scores• Participation rates• Hit rates on website
Examples of Operational Metrics
• Enrollment• Redemption Rate• Pieces Mailed
Cultural Assessment
How Do You Score?
COMPANY
Current Programs
Core Values
Departmental Directives
Performance Development
Current Programs
What Programs Work at Your Company?• Employee Recognition Programs• Incentive Programs• Training• Events• Corporate Citizenship• Other Benefits
Core Values in the Workplace
• Can your employees recite your core values?
• Are core values promoted in the workplace?
• Are core values part of the hiring process?
• Do core values have leverage in performance assessment?
Departmental Objectives
• What are the top objectives of any given department?
• Design performance initiatives around these objectives.
Performance Development
• How does your organization develop talent?
• Is there alignment between personal and organizational goals?
• How do we measure progress?
Current Programs
• Create Measurable initiatives!
• Communicate a Consistent program strategy!
• Produce Results!
Core Values in the Workplace
• Educate The Mission
• Use Core Values in the Hiring Process
• Measure Core Value Practices
• Eliminate Fluff Perception
Departmental Objectives
• Incent Business Critical Behaviors
• Recognize Special Contributions
• Level the Playing Field
• Create a Model for Measurement
Performance Development
• Set Clear Expectations
• Reward Progress
• Create New Challenges
• Define a Path for Advancement
Contact
David J Kovacovich
www.linked.com/in/davidkovacovichwww.davesweeklythought.blogspot.com
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