Transforming HR Service Delivery to Drive Optimal Value for your Business
HR Direct Inc.: Our Business• HR Direct Inc. provides business-focused HR support to quickly and cost
effectively transform our clients’ HR service delivery to drive optimal value for their business.
• Service Offer– An on-demand HR assessment of current activities and costs associated
with developing and delivering human capital solutions to your business.• Value
– Discover and evaluate data from existing HR team on WHAT they are delivering and HOW they are delivering it to assess HR’s service delivery approach and effectiveness.
Benefits to You• Comprehensive assessment of HR’s current state activities and cost
• Self-reported input and involvement from everyone in HR
• Ability to measure, analyze, improve and control key processes
• Cost information on HR processes for business case development
• Holistic view of Human resources and categorized across four types of activities (Strategic, Consultative, Administrative and Other)
When to Engage Us• Assuming a new role as a key leader in a company
• Building business rationale for an investment in new technology
• Identifying areas in HR to reduce cost
• Pinpointing areas to realign resources to add greater value
• Achieving a baseline of costs before a major project / transformation
Our ServicesHR Direct Inc. provides clients with the valued flexibility on how to take full advantage of our services to best match their unique HR and budgetary needs.
•Self-Service: Innovative HR Service Delivery Assessment (SDA)
•Assisted Service: Comprehensive HR Heuristics Reporting
•Full Service: HR Consulting and Facilitation support through implementation
HR Service Delivery Transformation Approach
6Measure
Assessment
Project Launch
HR Leaders
HRTeam
Communication
Project Launch
HR Leaders
HRTeam
Communication
Conduct Survey
Configure tool
Open survey
Collect Data
Quality check
Close survey
Conduct Survey
Configure tool
Open survey
Collect Data
Quality check
Close survey
Analyze Data& Create Reports
Analyze data
Develop standard reports
Develop ad hoc reports
Conceptual redesign
Analyze Data& Create Reports
Analyze data
Develop standard reports
Develop ad hoc reports
Conceptual redesign
Deliver Reports
Report out to HRLT
Begin action planning
Deliver Reports
Report out to HRLT
Begin action planning
HR Service Delivery Assessment
7
Example: Actual Findings
8
Example: Actual Findings
9
Large amount of “Administrative”time and compensation on transactionalwork.
Fragmented processes in Recruiting and Payroll driving higher costs and less value.
Example: Proven ResultsCentralized Transaction Center• Significant annual cost savings • Improved quality and consistency• Better leveraged HR professional time
Total Rewards Strategy• Higher perceived employee benefits
Integrated & Efficient Recruitment andSelection Process• Significant cost savings• More strategic vendor management• Reduced hiring cycle time• Higher retention and proficiency
10
1. Lower business operating costs2. More time for Front-line Supv.’s to manage
team3. More “consultative / strategic” HRBP’s
focused on driving employee productivity
1. Higher key talent retention2. Reduced benefit costs
1. Higher acquisition of key industry talent2. Faster time-to-role proficiency for new
employees3. Reduced recruiting costs
Example: Proven ResultsComprehensive Workforce Planning Process• A talent plan aligned with future organizational
needs• Better resource management / utilization of
employees
Developmentally-focused L&D strategy• More developmental opportunities for employee
learning• Lower overall employee training costs
HR Direct Inc. 11
1. Ability to take on new business2. Fewer RIF’s3. Higher employee morale
1. Higher key talent retention2. Ability to take on new clients3. Stronger pipeline for critical roles4. Reduced training costs
HR Research & Reports• HR organizations spend as much as 70%-80% of their time dealing with administrative activities and
employee/manager questions and issues.– Gartner Report, October, 2008
• In a survey of Senior Business Leaders, 46% said their company’s HR capabilities are adequate but need improvement.
– “Aligned at the Top” survey, Deloitte Touche Tohmatsu and the Economist Intelligence Unit, 2007.
• Value v. cost discussions are difficult to quantify without a clear and transparent cost/price structure for HR services.
– “HR Shared Service Centres”, Hewitt, 2007
“HR transformation is not about doing HR; it is about building business success.”*
* Dave Ulrich, 2009
Clients & TestimonialsElkay Manufacturing (consumer goods)
Hallmark Services Corporation (professional services)
McCain Foods USA (food manufacturing and distribution)
McCain Foods Canada (food manufacturing and distribution)
United Stationers Inc. (wholesale distributor of business products)
Top Related