Increase HR’s value to
the organization!
In today's highly competitive environment, organizations are continually
wrestling with change. You can't turn a page in a magazine or business
section of your favorite newspaper without reading: Reengineering,
Continuous Improvement, Rightsizing, Outsourcing, etc. At the heart
of all of these initiatives is change.
The Human
Resources function has a critical role to play
in helping organizations deal with change. It requires the Human
Resources function to first get its own act together.
- Are your HR objectives aligned
with the organization's strategic objectives?
- Do you know what your internal customers require
of you?
- What role should HR be playing
now and in the future?
- How effective and efficient are your HR
processes?
- How are your HR people spending their
time?
- Is there a better way to allocate the HR resources to
better support the organization's business goals?
Our consulting approach systematically redefines the Human Resources
function and increases the value of HR to
the line and overall organization, truly positioning HR as a business
partner.
STEPS IN REDEFINING HR
I. Determine Organization’s Strategic Business Objectives
Through a series of executive interviews and review of relevant documentation,
the strategic business objectives of the organization are identified along
with the implications for HR.
II. Conduct Customer Needs Assessment
Working with a team of internal HR people, we design and conduct a
customer assessment process to determine HR customers' needs/wants,
perception of HR products/programs/services, and satisfaction levels. The HR
organization learns how to undertake this process and can replicate the
methodology in subsequent years. Another significant benefit of this activity
is improved relationships with HR's internal customers.
III. Analyze Current HR Work
Working with the HR team, we help the team identify HR's key business
processes and assess their effectiveness. Together we develop benchmarks
and internal standards for quantity and quality of work, quantify how the HR people
resource is being allocated and compare the allocation to business priorities.
IV. Develop HR Strategic Plan
Using the information collected in the above steps, our consultants work with
the HR management team to develop a common vision; shared values;
a newly defined HR mission; and goals, objectives and critical success
factors that align with the organization’s strategic business objectives.
As each element of the plan is developed it is shared with the HR staff and
internal customers for reactions and buy-in.
V. Transform Human
Resources
The HR function begins its transformation to a more consultative organization,
equipped to facilitate change and better support the business of the organization.
The HR role becomes more strategic, the HR structure more
flexible and team based, and the skills of the HR staff include consulting
expertise as well as traditional HR competencies.
Summary
For the human resources organization to be a valued contributor in the future, HR must
systematically and proactively redefine itself. The process of Redefining
Human Resources requires a commitment to the journey of change.
There are numerous obstacles and perils on this journey but the opportunities
for revival and future success are well worth the risk.
|
