Organizations can only deliver strategic intent if certain ‘Levers’ operate.
What should HR provide?
How should HR provide these and what about Measures?
HR Mission & Vision Example
Mission: To become an employer of choice aiding; meeting the manpower plan by providing quality staff and then helping managers to develop and motivate their staff in an efficient and effective way.
Vision: The company is a benchmark for high performing staff continually seeking new and higher standards of excellence.
Mission & Vision Provide a Strategic Platform
HR needs to understand the existing organizational and strategic imperatives.
How is value added?
What is the value of the business?
What is the combination of?
HR Strategic Objectives
The following key strategic objectives:
The next step is to set targets for key activities and the relevant performance measures.
Many organizations are re-engineering the HR function to meet best practice standards
Seen as fully accountable for the most valuable asset in the business: Human Resources sometimes now referred to as ‘Human Capital’.
Is a strategic function; focuses on high level business issues and seeks to minimize routine functions through automation and in some cases out-sourcing.
Relies heavily on state-of-the-art technologies to ensure systems are integrated and inter-active.
The Head of HR sometimes referred to as the Chief Human Resources (or Human Capital) Officer is held fully accountable for all HR Strategic Activities:
If a company operates in several regions and will continue to expand into new geographies. It is essential that HR service lines offer consistent high standards of excellence in all locations.
HR is held fully accountable for all human resource related services provided, regardless of the location. HR at the Head office makes all strategic decisions and passes these out to the regional offices for action:
HR therefore retains ‘functional control’ of its staff across all regions:
The HR Function in the Regions is accountable for all routine/operational tasks:
HR Enabling Environment
How well are HR services being delivered?
Prioritize a ‘First-Cut’ view of delivery of services to be provided based on current HR issues.
Sample HR service delivery from high to low:
HR Processes may need to be re-engineered and some changes will have a significant impact.
Technology will Play a Key Role
HR should leverage technology to help deliver integrated decision tools to managers and staff to fast track the development of HR solutions. HR should seek to facilitate the development of managers and staff and the communication of HR processes using HRIS tools.
How HR services will be delivered?
A company exists in a business environment made up of customers and clients, their end users, competitors, government regulations, and other conditions in which they do business. Everything in human resource (HR) is about meeting the needs of a company customers better than the competition.
In the context of a business environment, a company has its own Vision, Strategy, Priorities and Goals that allow it to win in the business environment. The effectiveness of these is measured simply by the ability to have customers buy their products or services, and not their competitors. Everything HR does must focus on assisting the organization implement its business strategy.
For a company to implement its strategy, it must have the core capabilities to support the strategy. This does not mean competencies, but the fundamental core abilities that a company needs to compete and win in the marketplace. For example, one such capability is to bring new services or products to a market quickly, or to deliver services in a creative and unique ways, or to deliver services to precise client specifications and terms. Organizational capabilities are created through a co-ordination of people, technological and financial resources.
The prime role of company leaders is to effectively manage their people to develop the corporate capabilities to allow it to win in the marketplace. At the same time, everything that HR does should be focused on leveraging those human competencies to create capabilities that allow a company to win with its strategy in the marketplace. This is how talent aligns with the market, and why all HR work must focus on leveraging human talent.
The strategic framework represents the five fundamental of HR core processes
The below 5 HR core processes are the levers that the organization has at its disposal to maximize its talent and the competencies that individuals bring. They are integrated, not separate, and a change in one area impacts the others: an OD effort that redesigns a workflow needs to look at the impacts on the people, the impact on employee’s well-being, and the new performance issues. Every one of these processes also has a strategic and tactical component: a change in benefits affects business profit and raw costs but can improve motivation.
How HR services will be delivered?
HR services will be delivered by center of excellence, HR service center, and HR business partners. The service delivery is as follows:
Center of Excellence
Center of excellence are comprised of teams of technical HR experts (e.g., recruitment, compensation design, and organization development) who are shared by the business units. Center of excellence provide strategic, design and consultative services to HR business partners and assist the HR service center in resolving complex issues.
HR Service Center
The HR service center is a shared service that responds to employee inquiries and processes HR transactions to significantly reduce HR business partner and center of excellence involvement in routine administrative tasks and inquiries (e.g., benefits, payroll, and data maintenance).
HR Business Partners
HR business partners are dedicated to providing business unit specific strategic and consultative services to executives and line managers related to the people-related issues impacting their business unit. Business partners “broker” technical talent (e.g., recruitment services, compensation design, and organization development) from the center of excellence to deliver HR solutions.
How can HR benefit from artificial intelligence in the workplace?
Human Resources (HR) can benefit from artificial intelligence (AI) in several ways in the workplace.
Here are a few examples:
Automated Recruitment Process
AI-powered HR software can help streamline and automate the recruitment process by analyzing resumes, screening candidates, and even conducting initial interviews. This saves HR professionals time and effort, allowing them to focus on more strategic tasks.
Improved Candidate Matching
AI algorithms can analyze candidate profiles and job requirements to find the best-fit candidates. This reduces the chances of bias and human error in candidate selection and ensures that the right candidates are given the opportunity.
Employee Engagement and Retention
AI can analyze employee data and identify patterns or trends related to employee engagement and satisfaction. HR can then proactively address any issues or concerns, leading to increased employee retention and productivity.
Learning and Development
AI can personalize and automate learning and development programs by recommending training courses or resources based on employees' individual skills, interests, and career goals. This helps HR professionals create more targeted and effective development plans for employees.
HR Analytics and Reporting
AI can process large volumes of HR data quickly and accurately, allowing HR professionals to gain valuable insights and make data-driven decisions. This includes analyzing employee performance, identifying areas of improvement, and forecasting future workforce needs.
Virtual HR Assistants
AI-powered chatbots or virtual assistants can be used to handle routine HR inquiries, such as providing basic policy information, answering frequently asked questions, or assisting with benefits enrollment. This frees up HR professionals' time and enhances overall employee experience.
Compliance and Risk Management
AI can help HR ensure compliance with laws and regulations by flagging any discrepancies or potential risks in HR processes and policies. This reduces the chances of human error and helps prevent costly legal issues.
Overall, AI can transform HR by automating repetitive tasks, enhancing decision-making, improving efficiency, and ultimately enabling HR professionals to focus on more strategic and value-added activities.