人力资源业务伙伴.ppt

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1、人力资源业务伙伴人力资源业务伙伴2OverviewnBrief Description Of Mercer Delta Consulting(MDC)nHR Transformation and the Evolution of the HR Business Partner ConceptnWhat It Takes to Be An Effective HR Business PartnernUsing Diagnosis to Transform Relationships and OpportunitiesnStaying Focused on Issues that Matter t

2、o the BusinessnDelivering Changes That Make a Real DifferencenSome Examples of Doing It WellnNext StepsMercer Delta Consulting3Mercer Delta ClientsnExecutive leadership at the public-company/enterprise levelnIncludes CEOs,COOs,Executive Teams,and BoardsnRelationships extend out into the organization

3、n$1 billion+enterprises and smaller high-growth companiesnRecognizing the need for changenAware of own limitationsnLooking for assistanceMercer Delta ConsultingIllustrative Client Companiess5Creating KnowledgeMercer Delta ConsultingHR Transformation and the Evolution of the HR Business Partner Conce

4、pt7The Promise of HR TransformationnSubstantial cost savings through the automation and outsourcing of routine transactional work and the creation of shared servicesnMore complete,accurate,and useful information management through the creation of comprehensive,all-encompassing databases and HRIS sys

5、temsnEnhanced accessibility and self-service through 24/7 online and call center support for routine operationsnUniform policy application across locations due to centralization of decision-making in shared systemsnEnhanced capabilities through centers of excellence for non-routine worknFreed from t

6、he routine work,a new role for HR generalists as strategic business partnersMercer Delta Consulting8From Personnel to Business PartnerApproximate DatesKey BusinessIssuesHR RoleTitle for Role1920s-1930snOrganic GrowthnNew TechnologiesnHiring,Training,and Caring for EmployeesnPersonnel1940s-1970snDive

7、rsificationnCompetitionnProductivitynNegotiationsnEmployee Relations/Labor Relations1970s-1990snInternational CompetitionnSurvivalnShift to ServicenDownsizingnLeadershipnChange ProgramsnPerformance Management/RewardsnHuman Resources2000nGlobalizationnInnovationnReinventionnTalent DevelopmentnStrateg

8、ic CapabilitiesnHR Business Partner/CCOMercer Delta Consulting9Evolution of Organization DevelopmentApproximate DatesKey BusinessIssuesOD RoleTitle for Role1940s-1960snCoordination nProductivitynMotivationnSurveysnSTS/Work DesignnTeam-BuildingnOD1970snInternational CompetitionnQualitynQuality1980s-1

9、990snCost-CuttingnSurvivalnEfficiencynWork-OutnReengineeringnEnterprise IT SystemsnBalanced ScorecardnChange ManagementnReengineering2000nGlobalizationnInnovationnReinventionnCreate New CapabilitiesnOrganization ArchitecturenOEMercer Delta Consulting10Ulrichs Human Resource Champions(1997)nFour Role

10、s for HRAdministrative ExpertEmployee ChampionChange AgentStrategic 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 business requirements.”Mercer Delta Consulting11Examples of Critical Capabi

11、litiesFrom Ulrichs Human Resource ChampionsnAlign performance measures to strategic prioritiesnAttract and retain high-caliber peoplenBe the technology leader in the fieldnCreate a shared mindsetnCreate capacity for changenDemonstrate cultural flexibilitynEnsure trust between leaders and workersnFor

12、m alliances with a variety of organizationsnHave a culturally diverse workforcenThink and act globallynHave dominant distribution channelsnHave committed employeesnIdentify and develop the next generation of leadersnImprove speed,cash flow,profitability,and productivity every yearnInnovate and learn

13、 more quickly than competitorsnMaintain good investor relationsnManage financial management systemsnTake risksnWork in a boundary-less wayMercer Delta ConsultingWhat It Takes to Be an Effective HR Business Partner13Becoming a Strategic Business PartnernKnowledge requirementsnUsing diagnosis to trans

14、form relationships and opportunitiesnStaying focused on issues that matter to the businessnDelivering capabilities that make a real differenceMercer Delta Consulting14Business Partner Knowledge Requirements ExamplesStrategicOperationalBusinessHRnCompensation/benefitsnRecruitingnHiring/firingnData re

15、portingnPerformance assessmentnSuccession planningnRelocationnOrientation and trainingnLabor lawnMerger integrationnPolicy/fair treatmentnTalent planningnTalent developmentnPerformance managementnExecutive successionnExecutive compensationnHRISnShared servicesnOutsourcing/offshoringnInternational la

16、wnAcquisition assessmentnManaging diversitynQualitynProductivity/lean manufacturingnCost-reductionnProcess reengineeringnSupply chain managementnWork redesignnCustomer managementnProduct developmentnChange managementnMetrics/balanced scorecardnTeam effectivenessnStrategic alignmentnOrganization arch

17、itecturenGlobalizationnEnterprise integrationnAcquisition planningnOrganizational learningnExecutive developmentnCultural integrationnChange leadershipnCapability creationnBoard relationsMercer Delta ConsultingUsing Diagnosis to Transform Relationships and Opportunities16DiagnosisnProvides a powerfu

18、l way of working with business leaders nInvolves a process and a set of principles nRepeats whenever new opportunities emergenHelps transform relationshipsMercer Delta Consulting17The Diagnostic ProcessScouting and Agenda SettingImplementedStreams-ExamplesnOrganization ArchitecturenCulture ChangenEx

19、ecutive Team PerformancenLeadership DevelopmentRelationship BuildingContractingDataCollectionOrganizationalDiagnosisDataFeedbackStreamsof WorkMercer Delta Consulting18Data Collection and AnalysisnDialogues-centerpiece of data-collection strategynInput from business leaders on organizational issues a

20、nd concernsnConfidential,one-on-one discussionsnStructured process for interviewing,recording,analyzing,and reporting interviews with business leadersnResults must feature powerful findings captured in the organizations own wordsMercer Delta Consulting19Collaborative Organizational DiagnosisActionKn

21、owledgeInformationDataWhat do we see?What does it say?What does it mean?What do we do?HR Business PartnerBusiness LeaderMercer Delta Consulting20Core PrinciplesProcess StepsCore Principles BL OwnershipCollaborationIterative LearningInterpretive Diagnosis Change Leadership SkillsGetting StartedData C

22、ollectionData FeedbackStreams of WorkOrganizational DiagnosisMercer Delta Consulting21Six Dimensions of Relationships That Enable Change Source:Carucci and Pasmore.Relationships thatEnable Enterprise Change,Jossey Bass,2002 InterpersonalAgilityCouragePersonalInvestmentBuildingTrustCollaborationAdvoc

23、acyMercer Delta ConsultingStaying Focused on Issues That Matter to the Business 23Staying Focused on Business IssuesnWhat are the issues that matter?Whats keeping business leaders up at night?Whats the“moose on the table”regarding the future?What drives the bottom line?nChanging how you spend your t

24、ime and attentionnNot getting pulled or pushed back into the old HR boxMercer Delta ConsultingDelivering Changes That Make a Real Difference25Congruence ModelOutputInputEnvironmentResourcesHistoryStrategySystemUnitIndividualWorkPeopleFormalOrganizationInformalOrganizationMercer Delta Consulting26Two

25、 Key Challenges1.Creating a new strategy that seizes market opportunities and makes full use of the organizations competitive advantages2.Designing an organization that supports the full and effective execution of the new strategyMercer Delta ConsultingSome Examples of Doing it Well28Strategic Busin

26、ess Partners Par ExcellenceNoel Tichy/Steve KerrRichard AntoineMercer Delta Consulting29Business Partner Career Paths ExamplesStrategicOperationalBusinessHRnCompensation/benefitsnRecruitingnHiring/firingnData reportingnPerformance assessmentnSuccession planningnRelocationnOrientation and trainingnLa

27、bor lawnMerger integrationnPolicy/fair treatmentnTalent planningnTalent developmentnPerformance managementnExecutive successionnExecutive compensationnHRISnShared servicesnOutsourcing/offshoringnInternational lawnAcquisition assessmentnManaging diversitynQualitynProductivity/lean manufacturingnCost

28、reductionnProcess reengineeringnSupply chain managementnWork redesignnCustomer managementnProduct developmentnChange managementnMetrics/balanced scorecardnTeam effectivenessnStrategic alignmentnOrganization architecturenGlobalizationnEnterprise integrationnAcquisition planningnOrganizational learnin

29、gnExecutive developmentnCultural integrationnChange leadershipnCapability creationnBoard relationsBusinessPartnerStrategicBusinessPartnerHRGeneralistHRExecutiveHRSpecialistOEProfessionalOEExecutiveMercer Delta ConsultingNext Steps31Next Steps:What You Can DonMake it personalnBegin with conversations

30、 and diagnosisnBuild stronger relationshipsnStay focusednMeasure impact of changes on business resultsnCommit to learningMercer Delta Consulting32We Could All Stand to Learn More AboutnDeveloping extremely effective leadersnCreating more flexible but still high-performing organizationsnWorking globally,virtually,horizontally,and spontaneouslynInventing and implementing new business models in old companiesnChanging cultures:making customers,values,and integrity realnOrganic growthnLeveraging diversity for business resultsnStrategic designnChina and IndiaMercer Delta Consulting