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.