HR Transformation

Compiled by Ahmed Rami ElsherifFor ATCO Group

15/06/2010

Reflection

No organization can do better than the people it has.فيها العاملين من أفضل تؤدى أن مؤسسة ألية يمكن .ال

Peter Drucker

“The only three things that come naturally to an organization are friction, confusion, and

underperformance.”أال ” المؤسسة إلى طبيعي بشكل تأتي فقط أشياء ثالثة

األداء في والتقصير ، واالرتباك ، الخالف “.وهيPeter Drucker

Definitions

• What is HRM?– Activities to enhance the organization’s

ability to attract, select, retain, train motivate people with the objective of delivering excellent business results.

– المؤسسة قدرة لتعزيز أنشطة مجموعةوتدريب واالحتفاظ واختيار استقطاب على

في االمتياز تحقيق بهدف األشخاص وتحفيز .العمل

• Traditional “Personnel” function– Transactional and Recordkeeping.– Reactive not Proactive.

From Personnel To HR

As Dave Ulrich, a leading HR strategist, would say, our work is more than becoming administrative experts, we need to be employee champions, change agents, and strategic partners.

الموارد علوم رواد من ، أولريش ديف يقول كمافي خبراء نصبح أن من أكثر هو عملنا أن ، البشرية

محفزي نكون أن إلى بحاجة نحن بل ، اإلدارةاستراتيجيين وشركاء ، التغيير وعوامل ، .الموظف

From HR To HRT

HR Transformation

Traditional HR

Source: HR Transformation

Desired outcomes of HRT?Top Capabilities

1. Talent: We are good at attracting, and retaining competent and committed people.

2. Speed: We are good at making important changes happen fast.

3. Shared Mind-Set: We are good at ensuring that stakeholders have a positive images and experience.

4. Accountability: We are good at the discipline that result in high performance.

5. Collaboration: We are good at working across boundaries to ensure both efficiency and leverage.

6. Learning: We are good at generating and generalizing ideas with impact.

7. Leadership: We are good at embedding leaders who deliver the right results.

Source: HR Transformation

Desired outcome of HRT?(Cont.)

8. Customer Connection: We are good at building enduring relationships of trust with targeted customers.

9. Innovation: We are good at doing something new in both content and process.

10. Strategic Unity: We are good at articulating and sharing a strategic point of view.

11. Simplicity: We are good keeping strategies, processes, and products simple.

12. Social Responsibility: We are good at contributing to the community in which we operate or to the broader good.

13. Risk: We are good at anticipating and managing risk.14. Efficiency: We are good at managing cost of operation.

Source: HR Transformation

HRM Functions

Input: Business Vision and Strategy

Output: Business Results

Now we only do this step

Human Resource PlanningBusiness Strategy

& Job Analysis

What staff do we need to do the

job?

What staff is available within

our organization?

Is there a match?

If not, what type of people do we need, and how

should we recruit them?

•Performance appraisal•Company data banks•Training•Employee management and development

What is impact on wage and

salary program?

Recruitment and Selection

Training and Development

Training Need Analysis

Training Objectives

Training Delivery

Training Evaluation

What are the training needs for this person and/or job?

Objective should be measurable and observable

Techniques include on-the-job-training, action learning, etc.

Measure reaction, learning, behavior, and results

Performance and Appraisal

Performance Planning(Setting Performance Targets)

Regular Review and Monitoring

Feed back

Corrective Action

Performance Appraisal and Evaluation

• Training & Development Plan• Salary/Bonus Adjustment• Career Development

HR Transformation Planby Dave Ulrich

1. Formally acknowledge that an HR transformation initiative would be of value.

2. Create a transformation team.3. Complete and communicate the business case for doing HR

transformation.4. Do an organizational capabilities audit to identify the top two to

four capabilities required by the business strategy.5. Create an HR strategy statement: who we are, what we do, and

why we do it.6. Shape the HR organization with clear accountabilities for centers of

expertise, embedded HR, operational HR, shared services, and corporate.

Plan (Cont.)

7. Audit HR practices to prioritize those that will align with strategy, integrate with each other, and be innovative.

8. Define what makes an effective HR professional in terms of role, competencies, and activities.

9. Assess and invest in HR professionals to make sure they have the abilities to deliver on the transformation.

10. Analyze, design, develop, Implement and refine.

HR Organization

HR Job Description

Employment:1. Coordinate the staffing planning function.2. Advertising vacancies.3. Perform initial screening.4. Testing and Interviewing.5. Make job offers.6. Do paperwork related to hiring.

Compensation and Benefits: 7. Establish objective and equitable pay systems.8. Design cost-effective benefits packages that help attract

and retain high-quality employees.9. Help employees to effectively utilize their benefits, such

as by providing information on retirement planning.

Job Description (Cont.)

Training and Development: 1. Help employees to maximize their potential.2. Serve as internal change agents to the organization.3. Provide counseling and career development.

Employee Relations:4. Communications.5. Fair application of policies and procedures.6. Data documentation.7. Coordination of activities and services that enhance

employee commitment and loyalty.

Final Thoughts

“Hire for attitude and train for skill.”” المهارة إلعطاء درب و السلوك معتبرا “.اختار