美世-HR如何成为一个战略业务伙伴

HR’sNewRoleBecomingaStrategicBusinessPartnerNovember2005ODNNationalConferenceMinneapolis2MercerDeltaConsultingOverviewBriefDescriptionOfMercerDeltaConsulting(MDC)HRTransformationandtheEvolutionoftheHRBusinessPartnerConceptWhatItTakestoBeAnEffectiveHRBusinessPartnerUsingDiagnosistoTransformRelationshipsandOpportunitiesStayingFocusedonIssuesthatMattertotheBusinessDeliveringChangesThatMakeaRealDifferenceSomeExamplesofDoingItWellNextSteps3MercerDeltaConsultingMercerDeltaClientsExecutiveleadershipatthepublic-company/enterpriselevelIncludesCEOs,COOs,ExecutiveTeams,andBoardsRelationshipsextendoutintotheorganization$1billion+enterprisesandsmallerhigh-growthcompaniesRecognizingtheneedforchangeAwareofownlimitationsLookingforassistanceIllustrativeClientCompaniess5MercerDeltaConsultingCreatingKnowledgeHRTransformationandtheEvolutionoftheHRBusinessPartnerConcept7MercerDeltaConsultingThePromiseofHRTransformationSubstantialcostsavingsthroughtheautomationandoutsourcingofroutinetransactionalworkandthecreationofsharedservicesMorecomplete,accurate,andusefulinformationmanagementthroughthecreationofcomprehensive,all-encompassingdatabasesandHRISsystemsEnhancedaccessibilityandself-servicethrough24/7onlineandcallcentersupportforroutineoperationsUniformpolicyapplicationacrosslocationsduetocentralizationofdecision-makinginsharedsystemsEnhancedcapabilitiesthroughcentersofexcellencefornon-routineworkFreedfromtheroutinework,anewroleforHRgeneralistsasstrategicbusinesspartners8MercerDeltaConsultingFromPersonneltoBusinessPartnerApproximateDatesKeyBusinessIssuesHRRoleTitleforRole1920s-1930sOrganicGrowthNewTechnologiesHiring,Training,andCaringforEmployeesPersonnel1940s-1970sDiversificationCompetitionProductivityNegotiationsEmployeeRelations/LaborRelations1970s-1990sInternationalCompetitionSurvivalShifttoServiceDownsizingLeadershipChangeProgramsPerformanceManagement/RewardsHumanResources2000GlobalizationInnovationReinventionTalentDevelopmentStrategicCapabilitiesHRBusinessPartner/CCO9MercerDeltaConsultingEvolutionofOrganizationDevelopmentApproximateDatesKeyBusinessIssuesODRoleTitleforRole1940s-1960sCoordinationProductivityMotivationSurveysSTS/WorkDesignTeam-BuildingOD1970sInternationalCompetitionQualityQuality1980s-1990sCost-CuttingSurvivalEfficiencyWork-OutReengineeringEnterpriseITSystemsBalancedScorecardChangeManagementReengineering2000GlobalizationInnovationReinventionCreateNewCapabilitiesOrganizationArchitectureOE10MercerDeltaConsultingUlrich’sHumanResourceChampions(1997)FourRolesforHR–AdministrativeExpert–EmployeeChampion–ChangeAgent–StrategicPartner“WhenHRprofessionalsworkasstrategicpartners,theyworkwithlinemanagerstoinstituteandmanageaprocessthatcreatesanorganizationtomeetbusinessrequirements.”11MercerDeltaConsultingExamplesofCriticalCapabilitiesFromUlrich’sHumanResourceChampionsAlignperformancemeasurestostrategicprioritiesAttractandretainhigh-caliberpeopleBethetechnologyleaderinthefieldCreateasharedmindsetCreatecapacityforchangeDemonstrateculturalflexibilityEnsuretrustbetweenleadersandworkersFormallianceswithavarietyoforganizationsHaveaculturallydiverseworkforceThinkandactgloballyHavedominantdistributionchannelsHavecommittedemployeesIdentifyanddevelopthenextgenerationofleadersImprovespeed,cashflow,profitability,andproductivityeveryyearInnovateandlearnmorequicklythancompetitorsMaintaingoodinvestorrelationsManagefinancialmanagementsystemsTakerisksWorkinaboundary-lesswayWhatItTakestoBeanEffectiveHRBusinessPartner13MercerDeltaConsultingBecomingaStrategicBusinessPartnerKnowledgerequirementsUsingdiagnosistotransformrelationshipsandopportunitiesStayingfocusedonissuesthatmattertothebusinessDeliveringcapabilitiesthatmakearealdifference14MercerDeltaConsultingBusinessPartnerKnowledgeRequirementsExamplesStrategicOperationalBusinessHRCompensation/benefitsRecruitingHiring/firingDatareportingPerformanceassessmentSuccessionplanningRelocationOrientationandtrainingLaborlawMergerintegrationPolicy/fairtreatmentTalentplanningTalentdevelopmentPerformancemanagementExecutivesuccessionExecutivecompensationHRISSharedservicesOutsourcing/offshoringInternationallawAcquisitionassessmentManagingdiversityQualityProductivity/leanmanufacturingCost-reductionProcessreengineeringSupplychainmanagementWorkredesignCustomermanagementProductdevelopmentChangemanagementMetrics/balancedscorecardTeameffectivenessStrategicalignmentOrganizationarchitectureGlobalizationEnterpriseintegrationAcquisitionplanningOrganizationallearningExecutivedevelopmentCulturalintegrationChangeleadershipCapabilitycreationBoardrelationsUsingDiagnosistoTransformRelationshipsandOpportunities16MercerDeltaConsultingDiagnosisProvidesapowerfulwayofworkingwithbusinessleadersInvolvesaprocessandasetofprinciplesRepeatswhenevernewopportunitiesemergeHelpstransformrelationships17MercerDeltaConsultingTheDiagnosticProcessScoutingandAgendaSettingImplementedStreams-ExamplesOrganiz