Human Resources’ Role in Organizational Development and Change

1. Human Resources’ Role in Organizational Development and Change

2. HR’s Historical Transgression • Personnel Department • Human Resources Department • Human Capital Movement

3. How to Move Beyond • Team Players • Guerillas in the Trenches

4. Five Critical Success Factors • Restructure to address requests from Organization • Reengineer to operate as a team member • Focus on clearly defined deliverables within business projects instead of general paradigms • Mitigate 3 errors of winging it, antagonism, and ball drop • Succeed through rapid and well-executed responses to business unit projects including best practices, measures, analysis, and costs

5. Restructure • Transactional - 20% • Transformational - 80% • Staffing Database • Consultative Resources

6. Radically Re-Engineer HR • Need business knowledge • Need immediate response and results • Measure the value HR is offering

7. Focus on Clearly Defined Deliverables They Co-Own • Work with business leaders to create right solutions • Participate equally on project by being responsible for end results as any other team member • Do not manage from afar - DIG IN!

8. Mitigate 3 Errors • Winging It • Antagonism • Ball Drop

9. Keys to Success • Best Practices • Measures (KPIs) • Analysis • Costs

10. Chrysler Example • Reengineering Finance Department • Steps to form a team: • Established Objectives • Create Change Migration Plan • Employed Steering Committee Team • Created Change Model

11. Chrysler Example: Change Model • Internal (Burning) • External (Yearning) • Sharing (Churning) • Training (Learning) • Implementation (Turning) • Evaluation (Returning)

12. Modified HR Model • Streamline HRM • Benefits: • Heightened respect • Pay more attention to employees • Free up resources

13. Change Management • Manage change efforts • Integrate HRD into CM

14. HRD Needs • Competencies • Data Analysis

15. HRD Landscape