1 / 15

Strategic Value of the HR Function Presentation by

Strategic Value of the HR Function Presentation by. Non- Profit Group. Our Approach. Purpose Vision, Mission and Core Values Corporate Strategy HR Strategy and underlying approaches Key HR Practices Collaborating with Line Managers to achieve better Endnotes. Purpose.

autumn-summers
Télécharger la présentation

Strategic Value of the HR Function Presentation by

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Strategic Value of the HR Function Presentationby Non- Profit Group

  2. Our Approach....... • Purpose • Vision, Mission and Core Values • Corporate Strategy • HR Strategy and underlying approaches • Key HR Practices • Collaborating with Line Managers to achieve better • Endnotes

  3. Purpose • Demonstrate the value HR function contributes to the achievement of the organisation’s goals • Improve visibility of the HR function and contribution • Clarify HR’s strategic offering to the organisation • Improve subsequent HR Effectiveness scoring • Explore how stronger relationship with Line managers will support delivery of team objectives

  4. Mission, Vision and Core Values Mission Statement “Making the world a better place for everyone” General Vision To .................... Develop i.e. to be the best in the sector, to improve the experience of our clients Our Values • Leadership • Service • Professionalism • Integrity • Diversity

  5. HR Function • Of non – profit organisation?

  6. Non – Profit Corporate Strategy • Deliver value for money • Achieve sustainable growth • Ensure high quality of service

  7. Non – Profit HR Strategy • Develop the culture, capability and environment to supports a performance driven organisation • Attract, retain and develop talents to support the achievement of the organisation’s long term objectives • Engage with employees to enhance their contribution to organisational goals • Be an employer of choice

  8. Underlying Strategic Approaches Best Fit • HR Strategy informed by the key organisational goals • Supports the achievement of organisation’s overall objectives • Corporate strategic goals driven through HR strategy • Examples? Best Practice Pfeffer’s selection criteria considered in the design and implementation of key HR practices and initiatives • Examples?

  9. 5 Levels of Vertical Integration(Torrington & Hall, 1998) Separation Fit Dialogue Holistic HR Driven

  10. Key HR Practices • Recruitment & Selection • Training & Career Development • Performance Management • Reward • Change Management • Retention All aligned to organisation’s objectives

  11. Key HR Contributions Recruitment & Selection • Communicate strong employer brand in recruitment campaigns • Target recruitment of talents to a diverse labour market • Key focus on Graduate scheme • Build managers’ capability to identify and select talents • Deploy relevant selection/assessment tools to test for organisational skills • Explore electronic sorting of applications to a more efficient short listing Training & Career Development • Focused development of management and leadership capability • Talent management to support aspiration for career aspirations • Encourage secondment across departments • Skills audit to align employee training to business objectives

  12. Key HR Contributions Performance Management • Build line management capability for effective employee performance management – Communication, coaching, objective setting, Communicate strong employer brand in recruitment campaigns • Develop interventions for developing leadership behaviours • Raise the importance of people management in achieving organisational objectives • Senior management performance/bonus linked people management and employee survey Reward • Total remuneration strategy including – base pay, benefits • Benchmarked internally and externally for competitiveness • Linked to performance (What and How) to emphasis expected behaviours

  13. Key HR Contributions Change Management • Building line managers capability to manage change effectively • Provide a framework for ensuring fair process for managing change • Improve understanding of resistance to change and how to overcome • Lead consultation and engagement with employees during change Retention • Encourage internal movement of staff • Develop action plans to improve employee engagement survey scoring • Support line managers to build open & trusting relationships with individuals and teams • Deploy framework for increasing employee involvement and participation

  14. Collaborating with Line Managers • Build trusting relationship, seen as trusted advisor • Involve in designing and obtain buy-in for HR initiatives • Be accessible, supportive and visible • Be business oriented, have good understanding of business processes • Clarity of HR policies & practices • Build people management capability • Understand what the business wants and align with the HR strategy

  15. The A.M.O. Model

More Related