Global Human Resources Tactic & Approach

What gets measured gets done

Mauro “MAC” Calcaño

International HR Transition & AnalysisInternational HR Transition & Analysis

Global HR Organization:• Structure and Culture• Job Roles and Definition • Reporting relations• Drive for Results

HR Management:• HR Skills • Management Capabilities

HR Systems & Process:• Policy development • Compensation• Recruitment• Training• Communications

Culture Platform:• Belief in Globalization• Management Values• Private Company Norms• Entrepreneurial Style

Corporate Strategy

HR needs to build relations cross organizational lines and global business partnerships and create HR-self directed teams by being the

“linking-pin” between Corporate and International business units.

1. Explain why and how HR can support the business strategy

2. Show HR’s return on investment to the business – more than just the “soft-side” to drive cultural change.

3. Successful global culture implementation is driven by:

– Management strategic focus

– HR process alignment

– Balanced performance measurement system

– Tactical goals that are critical rather than nice operational procedures to have in place.

– Key Performance Indicators for the business and Critical Success Factors for People that measure progress and results.

– Provides HR Leadership to the business with strong and decisive competencies and behavior necessary to achieve cultural change

HR must posses the ability and competencies to contribution to the Global businesses

1. In-country business alignment to corporate strategy and objectives and support the ”one-company – one culture” mentality of Human Resources to the businesses

2. HR value creation by ensuring that the HR architecture (i.e. footprint) and programming is effectively integrated with international HR functional expertise and action planning (and tactical implementation processes)

3. Cost control and process redundancy (driving out costs in functions and enhancing operational efficiencies

4. HR needs to play an active role at the “in-country” strategy development table’ and business meetings.

5. HR to be a global process facilitator 6. HR to focus not only on the Corporate strategy itself, but also on business

plan implementation - often strategy is too vague for employees to understand and therefore to implement effectively

7. HR will manage the HR function and results rather than the in-country HR tactical activities which will enable successful intervention and integrated HR programs

By creating measurement systems that focuses on:

The HR role in International

• Facilitator

HR Process Improvement & Change Management

• Effective business partner

Support In-Country Management

• Coach & Mentor -Support global and HQ transformation

Secure management commitment to HR plans

• Functional matter expert - HR processes & procedures

HR must have:1. An exposure to global growth organization and managed organization

effectiveness, with a strong acumen for business-related issues, and Human Resources operational experience

2. The ability to influence and be a thought partner with senior management, line managers, and functional managers. The ability to build a team-orientation with the staff without having direct authority.

3. Successfully lead organizational development in Global businesses.4. Excellent management and administration skills, encompassing

compensation planning with the ability to handle organizational design, staffing, and resource allocation.

5. Must have remote leadership experience and have experience in managing high potential generalists at multiple locations.

6. Significant experience in change management7. Knowledge and experience in directing continuous process improvement and

quality initiatives using methodologies such as Lean or Six Sigma 8. Experience in developing HR programs and policies at a senior strategic level

and ability to implement9. The ability to effectively communicate with corporate employees and interact

with staff at all levels of Global organization.

HR will:

1. Provide comprehensive general human resources insupport of Global manufacturing operations.

2. Will be responsible for advice and counsel of employee relations, staffing, compensation, benefits, talent management, training and development, and provide HR support/leadership.

3. Actively contribute to the Global business achievement of short-term and long-term growth targets

4. Build the international HR teams in support of senior leadership style to achieve high performance objectives

5. Develop the Human Resources talent and establish high standards of performance and results orientation

6. Build consistency in HR processes/practices - Build organization vitality7. Leverage best practices across Global organizations8. Develop organization design consistent with business strategies and growth

needs9. Increase organization effectiveness and continuously identify opportunities to

increase organization alignment with Corporate10. Lead the administration of Human Resources processes world-wide

HR deliverables within the Corporate strategy map • High energy and sense of urgency • High performer and focus HR culture• Talent & Retention as the “premier” driver• Organizational Analysis – flexible and dynamic - entrepreneurial• Employee Training and Management Development – Succession plans• Design the tactical measurement

– HR scorecard (leading, lagging, cost control and value creation measures) – Measure HR - Intangibles – Functional performance relationships– Identify potential costs and benefits

• Calculate the ROI of HR deliverables• Drive HR systems and competencies development, work processes and

organizations structure so as to provide the deliverables. • Extent the average Global employee’s understanding on how his or her job

contributes to the Global business success• Communicated measures of learning and growth through out International