美世-HR如何成为一个战略业务伙伴.ppt

hrs new role becoming a strategic business partner,november 2005,odn national conference minneapolis,mercer delta consulting,overview,brief description of mercer delta consulting (mdc) hr transformation and the evolution of the hr business partner concept what it takes to be an effective hr business partner using diagnosis to transform relationships and opportunities staying focused on issues that matter to the business delivering changes that make a real difference some examples of doing it well next steps,mercer delta consulting,mercer delta clients,executive leadership at the public-company/enterprise level includes ceos, coos, executive teams, and boards relationships extend out into the organization $1 billion+ enterprises and smaller high-growth companies recognizing the need for change aware of own limitations looking for assistance,illustrative client companies,s,mercer delta consulting,creating knowledge,hr transformation and the evolution of the hr business partner concept,mercer delta consulting,the promise of hr transformation,substantial cost savings through the automation and outsourcing of routine transactional work and the creation of shared services more complete, accurate, and useful information management through the creation of comprehensive, all-encompassing databases and hris systems enhanced accessibility and self-service through 24/7 online and call center support for routine operations uniform policy application across locations due to centralization of decision-making in shared systems enhanced capabilities through centers of excellence for non-routine work freed from the routine work, a new role for hr generalists as strategic business partners,mercer delta consulting,from personnel to business partner,mercer delta consulting,evolution of organization development,mercer delta consulting,ulrichs human resource champions (1997),four roles for hr administrative expert employee champion change agent strategic 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 consulting,examples of critical capabilities from ulrichs human resource champions,align performance measures to strategic priorities attract and retain high-caliber people be the technology leader in the field create a shared mindset create capacity for change demonstrate cultural flexibility ensure trust between leaders and workers form alliances with a variety of organizations have a culturally diverse workforce think and act globally,have dominant distribution channels have committed employees identify and develop the next generation of leaders improve speed, cash flow, profitability, and productivity every year innovate and learn more quickly than competitors maintain good investor relations manage financial management systems take risks work in a boundary-less way,what it takes to be an effective hr business partner,mercer delta consulting,becoming a strategic business partner,knowledge requirements using diagnosis to transform relationships and opportunities staying focused on issues that matter to the business delivering capabilities that make a real difference,mercer delta consulting,business partner knowledge requirements examples,strategic,operational,business,hr,compensation/benefits recruiting hiring/firing data reporting performance assessment succession planning relocation orientation and training labor law merger integration policy/fair treatment,talent planning talent development performance management executive succession executive compensation hris shared services outsourcing/offshoring international law acquisition assessment managing diversity,quality productivity/lean manufacturing cost-reduction process reengineering supply chain management work redesign customer management product development change management metrics/balanced scorecard team effectiveness,strategic alignment organization architecture globalization enterprise integration acquisition planning organizational learning executive development cultural integration change leadership capability creation board relations,using diagnosis to transform relationships and opportunities,mercer delta consulting,diagnosis,provides a powerful way of working with business leaders involves a process and a set of principles repeats whenever new opportunities emerge helps transform relationships,mercer delta consulting,the diagnostic process,scouting and agenda setting,implemented streams - examples,organization architecture culture change executive team performance leadership development,relationship building,contracting,data collection,organizational diagnosis,data feedback,streams of work,mercer delta consulting,data collection and analysis,dialogues - centerpiece of data-collection strategy input from business leaders on organizational issues and concerns confidential, one-on-one discussions structured process for interviewing, recording, analyzing, and reporting interviews with business leaders results must feature powerful findings captured in the organizations own words,mercer delta consulting,collaborative organizational diagnosis,information,what do we see?,what does it say?,what does it mean?,what do we do?,hr business partner,business leader,mercer delta consulting,core principles,process steps,core principles,bl ownership,collaboration,iterative learning,interpretive diagnosis,change leadership skills,getting started,data collection,data feedback,streams of work,organizational diagnosis,mercer delta consulting,six dimensions of relationships that enable change,source: carucci and pasmore. relationships that enable enterprise change, jossey bass, 2002,interpersonal agility,courage,personal investment,building trust,collaboration,advocacy,staying focused on issues that matter to the business,mercer delta consulting,staying focused on business issues,what 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? changing how you spend your time and attention not getting pulled or pushed back into the old hr box,delivering changes that make a real difference,mercer delta consulting,congruence model,mercer delta consulting,two key challenges,creating a new strategy that seizes market opportunities and makes full use of the organizations competitive advantages,designing an organization that supports the full and effective execution of the new strategy,some examples of doing it well,mercer delta consulting,strategic business partners par excellence,noel tichy/steve kerr,richard antoine,mercer delta consulting,business partner career paths examples,strategic,operational,business,hr,compensation/benefits recruiting hiring/firing data reporting performance assessment succession planning relocation orientation and training labor law merger integration policy/fair treatment,talent planning talent development performance management executive succession executive compensation hris shared services outsourcing/offshoring international law acquisition assessment managing diversity,quality productivity/lean manufacturing cost reduction process reengineering supply chain management work redesign customer management product development change management metrics/balanced scorecard team effectiveness,strategic alignment organization architecture globalization enterprise integration acquisition planning organizational learning executive development cultural integrat