“INFORMATION RESPONSIBILITY, THEN, BEGINS WITH CORRECTLY IDENTIFYING THE INFORMATION YOU NEED TO EFFECTIVELY CARRY OUT YOUR JOB, AND EXTENDS TO INSURING THAT THE INFORMATION FLOWS TO PEOPLE IN OTHER AREAS WHO STAND TO BENEFIT FROM IT, AND IN A FORM IN WHICH THOSE PEOPLE WILL READILY UNDERSTAND IT.
…INCREASINGLY, HOWEVER, THE MEASURE OF THE EXECUTIVE WILL NOT BE HIS ABILITY TO INTERPRET DATA, BUT HIS ABILITY TO DEFINE AND EXPLOIT INFORMATION.”
“ACROSS THE BOARD”
What is HR?
Over the past few years, a debate has ensued regarding whether or not
we should get rid of HR…
An Evolution in HR Through the Integration
The role of HR has evolved and expanded over the years in response to people-related business challenges.
New Challenges for Human Resources
- Continued demand for workforce cost reductions
- Managing a global workforce enabled by technology
- Realizing the gains of mergers and acquisitions
- Improving the effectiveness of Human Capital for sustained competitive advantage
Changes in the competitive balance for
HR that leads to a refocusing
- Refocus HR practices on the value chain, rather than HR activities.
- Change, change, change
- How technology changes how our employees do their jobs.
- Systematizing and controlling the cost of transactional work through outsourcing or shared services.
The transformation has been a wrenching experience for HR
- Focus on defined outcomes rather than activities.
- A shared body of knowledge. (attorneys, engineers, accountants)
- Essential competencies for the profession.
- Clear roles within the organization.
- Ethical standards maintained by collegial jurisdiction.
The HR function… perceptions…
Typical challenges facing HR today
Today , human resources is challenged with how to create value and deliver
results in this dynamic environment.
The Future of HR
And the challenges will continue into the next decade.
The Future of HR
Balancing Cost & Added Value
CEO’s want the HR function to focus on workforce strategy & management, but HR is locked into operational daily problems and transaction processing.
Refocusing the HR Function
Create Value – by shrinking Costs and Improving Service Delivery…
HR organization/people focus
Managing Human Capital as an Asset of the Business
Human Performance Management
System that creates human capability —
competence and capacity —
to do the work needed to execute the strategy
The cost to acquire (and retain) the asset
Plays an incentive role
Culture and Leadership
Aspects of the organization that effect the spirit of people — screen
through which people will view and forces that will focus and inspire
Managing HR as a Business
Managing HR operations as a business means managing human capital just as we would any tangible or physical asset. All assets, such as machines, require investment to maintain and increase their efficiency and effectiveness.