logging in or signing up Shaping the Role of Human Resource mlpandia Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 962 Category: Entertainment License: All Rights Reserved Like it (0) Dislike it (0) Added: October 09, 2009 This Presentation is Public Favorites: 1 Presentation Description No description available. Comments Posting comment... By: mssreekumar (16 month(s) ago) plesae send me the ppt at my e-mail ID: sreerazia@yahoo.co.in Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript SHAPING THE ROLE OF HR: Tactics for Strategic ChangeM.L.PANDIA : SHAPING THE ROLE OF HR: Tactics for Strategic ChangeM.L.PANDIA SESSION OBJECTIVES : SESSION OBJECTIVES Broaden perspectives Challenge the conventional wisdom regarding HRM Peek into the future Survey Says….. : Survey Says….. A recent survey by the Towers Perrin Group revealed that: 50% of HR professionals see themselves as strategic business partners within their organizations But only 17% of HR professionals say they are invited to participate in the initial stages of major enterprise initiatives Closing the Gap Requires : Closing the Gap Requires A change in mindset HR The Enterprise Continuing to performing the basic functions well Organizational Literacy Courageous Leadership A New Mindset:HR as an Investment, Rather than an Expense : A New Mindset:HR as an Investment, Rather than an Expense Historically: HR and people were not considered tangible assets. The ‘means of production’ was a machine bolted to the factory floor. People merely operated it. Today: The intangible of human capital (what people know + their level of commitment to the organization) is the prime driver of organizational results. A New Paradigm : A New Paradigm HR is shifting from focusing on the organization of the business to focusing on the business of the organization The Goal : The Goal The intent of the new HR paradigm is to achieve alignment among the Strategy Structure Culture of the enterprise. Strategic HR : Strategic HR Focus Alignment Process integration Information management Innovation Measurable results Strategic HR : Strategic HR Partner Change agent Passionate about people as the source of organizational success The Foundation : The Foundation Traditional HR Functions Employment Compensation Benefits Training/Development Just a Thought : Just a Thought If you keep on doing what you’ve always done, you’ll keep on getting what you always got……… Emerging Functions : Emerging Functions Additional value added: Multi level performance analysis – people, teams, the organization Aligning HR process to drive organizational results HR as a component in the enterprise value proposition, in vision & mission achievement High Gain HR Questions : High Gain HR Questions How do people create value for the organization? How does HR contribute to and measure the value creation process? HR Evolution:Personnel” : HR Evolution:Personnel” HR Evolution: “Human Resources” : HR Evolution: “Human Resources” HR Evolution: “Human Capital” : HR Evolution: “Human Capital” HR Strategic Architecture : HR Strategic Architecture HR Function HR professionals with strategic competencies to deliver products/services that drive organizational success HR System Performance driven, strategically aligned policies & practices Human Performance Strategically focused competencies, motivation, skills, capabilities The Strategic HR Model : The Strategic HR Model An Emerging HR Mindset : An Emerging HR Mindset Focused on adding value for the customer Proactive Willing to assume risk Results driven HR Best Practices : HR Best Practices Tactic: A Consultative Approach : Tactic: A Consultative Approach A phased, modular, repeatable and iterative process for HR professionals so that customer relationships are enhanced. Strengthen the HR value proposition Create enterprise HR bench strength Manage HR professionals as an enterprise asset A Best Practice: HR Consulting : A Best Practice: HR Consulting Setting the Stage Entering, Scoping, Contracting Diagnosis Determining Action, Planning, Implementation Assessing, Closing Skills : Skills For each Phase: Structure Challenges A set of consultative skills An Action Learning Activity to transcend the learning HR CHALLENGES : HR CHALLENGES Focus strategically- act tactically Assessment Develop/apply new measures Audit measures Analyze & report Change planning and implementation Continuous improvement A Couple of Closing Thoughts : A Couple of Closing Thoughts Be careful of yesterday’s success, because success tastes so good it dulls the appetite for risk….. The significant problems in life cannot be solved from the same mode of thinking that created them……… You do not have the permission to view this presentation. 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Shaping the Role of Human Resource mlpandia Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: (To copy code, click on the text box) Embed: URL: Thumbnail: WordPress Embed Customize Embed The presentation is successfully added In Your Favorites. Views: 962 Category: Entertainment License: All Rights Reserved Like it (0) Dislike it (0) Added: October 09, 2009 This Presentation is Public Favorites: 1 Presentation Description No description available. Comments Posting comment... By: mssreekumar (16 month(s) ago) plesae send me the ppt at my e-mail ID: sreerazia@yahoo.co.in Saving..... Post Reply Close Saving..... Edit Comment Close Premium member Presentation Transcript SHAPING THE ROLE OF HR: Tactics for Strategic ChangeM.L.PANDIA : SHAPING THE ROLE OF HR: Tactics for Strategic ChangeM.L.PANDIA SESSION OBJECTIVES : SESSION OBJECTIVES Broaden perspectives Challenge the conventional wisdom regarding HRM Peek into the future Survey Says….. : Survey Says….. A recent survey by the Towers Perrin Group revealed that: 50% of HR professionals see themselves as strategic business partners within their organizations But only 17% of HR professionals say they are invited to participate in the initial stages of major enterprise initiatives Closing the Gap Requires : Closing the Gap Requires A change in mindset HR The Enterprise Continuing to performing the basic functions well Organizational Literacy Courageous Leadership A New Mindset:HR as an Investment, Rather than an Expense : A New Mindset:HR as an Investment, Rather than an Expense Historically: HR and people were not considered tangible assets. The ‘means of production’ was a machine bolted to the factory floor. People merely operated it. Today: The intangible of human capital (what people know + their level of commitment to the organization) is the prime driver of organizational results. A New Paradigm : A New Paradigm HR is shifting from focusing on the organization of the business to focusing on the business of the organization The Goal : The Goal The intent of the new HR paradigm is to achieve alignment among the Strategy Structure Culture of the enterprise. Strategic HR : Strategic HR Focus Alignment Process integration Information management Innovation Measurable results Strategic HR : Strategic HR Partner Change agent Passionate about people as the source of organizational success The Foundation : The Foundation Traditional HR Functions Employment Compensation Benefits Training/Development Just a Thought : Just a Thought If you keep on doing what you’ve always done, you’ll keep on getting what you always got……… Emerging Functions : Emerging Functions Additional value added: Multi level performance analysis – people, teams, the organization Aligning HR process to drive organizational results HR as a component in the enterprise value proposition, in vision & mission achievement High Gain HR Questions : High Gain HR Questions How do people create value for the organization? How does HR contribute to and measure the value creation process? HR Evolution:Personnel” : HR Evolution:Personnel” HR Evolution: “Human Resources” : HR Evolution: “Human Resources” HR Evolution: “Human Capital” : HR Evolution: “Human Capital” HR Strategic Architecture : HR Strategic Architecture HR Function HR professionals with strategic competencies to deliver products/services that drive organizational success HR System Performance driven, strategically aligned policies & practices Human Performance Strategically focused competencies, motivation, skills, capabilities The Strategic HR Model : The Strategic HR Model An Emerging HR Mindset : An Emerging HR Mindset Focused on adding value for the customer Proactive Willing to assume risk Results driven HR Best Practices : HR Best Practices Tactic: A Consultative Approach : Tactic: A Consultative Approach A phased, modular, repeatable and iterative process for HR professionals so that customer relationships are enhanced. Strengthen the HR value proposition Create enterprise HR bench strength Manage HR professionals as an enterprise asset A Best Practice: HR Consulting : A Best Practice: HR Consulting Setting the Stage Entering, Scoping, Contracting Diagnosis Determining Action, Planning, Implementation Assessing, Closing Skills : Skills For each Phase: Structure Challenges A set of consultative skills An Action Learning Activity to transcend the learning HR CHALLENGES : HR CHALLENGES Focus strategically- act tactically Assessment Develop/apply new measures Audit measures Analyze & report Change planning and implementation Continuous improvement A Couple of Closing Thoughts : A Couple of Closing Thoughts Be careful of yesterday’s success, because success tastes so good it dulls the appetite for risk….. The significant problems in life cannot be solved from the same mode of thinking that created them………