美世-HR如何成为一个战略业务伙伴.ppt

1、HRs New Role Becoming a Strategic Business Partner November 2005 ODN National Conference Minneapolis 2 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

2、 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 3 Mercer Delta Consulting Mercer Delta Clients Executive leadership at the public-compa

3、ny/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 5 Mercer Delta Cons

4、ulting Creating Knowledge HR Transformation and the Evolution of the HR Business Partner Concept 7 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,

5、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

6、 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 8 Mercer Delta Consulting From Personnel to Business Partner Approximate Dates Key Business Issues HR R

7、ole Title for Role 1920s-1930s Organic Growth New Technologies Hiring,Training,and Caring for Employees Personnel 1940s-1970s Diversification Competition Productivity Negotiations Employee Relations/Labor Relations 1970s-1990s International Competition Survival Shift to Service Downsizing Leadership

8、 Change Programs Performance Management/Rewards Human Resources 2000 Globalization Innovation Reinvention Talent Development Strategic Capabilities HR Business Partner/CCO 9 Mercer Delta Consulting Evolution of Organization Development Approximate Dates Key Business Issues OD Role Title for Role 194

9、0s-1960s Coordination Productivity Motivation Surveys STS/Work Design Team-Building OD 1970s International Competition Quality Quality 1980s-1990s Cost-Cutting Survival Efficiency Work-Out Reengineering Enterprise IT Systems Balanced Scorecard Change Management Reengineering 2000 Globalization Innov

10、ation Reinvention Create New Capabilities Organization Architecture OE 10 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 manage

11、rs to institute and manage a process that creates an organization to meet business requirements.”11 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 technol

12、ogy 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 comm

13、itted 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 T

14、akes to Be an Effective HR Business Partner 13 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 1

15、4 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

16、 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 int