HR’s Strategic Role
Human Resources Series
HR Development & Training
Human Resources Series
1. HR’s Strategic Role
2. Effective Recruitment & Selection
Techniques
3. Benefits
4. Labor & Employee Relations
5. Compensation Fundamentals
6. Health, Wellness, & Disability
Management
7. HR Development
Agenda - HR’s Strategic Role
1. HR’s Evolving Role
2. Strategic Planning & the Change
Management Process
3. HRIS
4. Organization Design
5. Measuring Organization Performance
6. Measuring Human Performance
7. Ethics
HR’s Role
• Roles are evolving from administrative (personnel function) to strategic partner.
– Consultative Role: Coach managers to manage their resources within the laws &
ensure maximum potential.
– Change Management Role, systems design.
– Administrative Role, e.g. records maintenance.
HR’s Role in New Economy
• Focus on Business Objectives
– Structure activities around key business objectives
• Focus on the Environment
– Scenario planning on workforce issues to anticipate changes in the environment.
• Focus on Core Values
– Ensure that core values are embedded in key HR elements, e.g. hiring, job
requirements, rewards.
Role of Human Resources: General
Emerging Roles Examples of Strategic
Partnering
– Effectively managing & utilizing people
– Tying performance appraisal & compensation to competencies.
– Developing competencies that enhance individual & organizational performance
– Increasing the innovation, creativity & flexibility necessary to enhance competitiveness.
– Applying new approaches to work process design, succession planning, career development & interorganizational mobility.
– Managing the implementation & integration of technology through improved staffing,
training & communication with employees.
Change Management
• Change Management is a Critical HR Professional Skill
• Change Defined:
– “The adoption of a new idea or behavior by an organization.”
• HR’s role in the change process is to help forecast future changes, develop systems and policies for managing human capital before, during & after the change.
• HR Management’s Role in Strategic Organizational Change comes in 2
phases:
– Planning
– Implementation
Change Management – Planning
• Horizon scan & strategic planning process:
– Identify potential change drivers through SWOT analysis: (Strengths, Weaknesses, Opportunities, Threats)
• Economic
• International
• Technological
• Social
• Employment
• Demographics
• Political
– Use SWOT (Strengths, Weaknesses, Opportunities, Threats) to identify organizational changes or human resource needs for the future.
• Identify business strategies for Dealing With
Each, (High Level Directions/Initiatives)
• ID Key Actions for each strategy
• Identify Targets
• Create Communications/Management Strategy
Change Management – Implementation
• Lewin’s Three-Step Procedure of Change:
– Unfreeze present level of behavior
– Movement from present to new
– Refreezing process
• Kotter’s Change Management Model
– Unfreeze
• Establish Sense of Urgency
• Form Powerful Guiding Coalition
• Create the Vision
• Communicate the Vision
– Movement
• Empower Others to Act
• Plan for Short Term Wins
• Consolidate Improvements
– Re-Freeze
• Institutionalize
Change Management – People
• 4 Phases of Transition:
– Denial – diagnosis: common to observe withdrawal; focusing
on the past; increased activity with reduced productivity.
Management: confront with information; reinforce reality of
change; explain what they can do; give them time.
– Resistance – diagnosis: anger, blame, depression,
resentment, continued lack of productivity. Management:
listen, acknowledge feelings, be empathetic; help people to say
good by to the old; sometimes ritual is important. Offer rewards
for change, be optimistic.
– Exploration – diagnosis: confusion, chaos; energy; new ideas;
lack of focus. Management: facilitate brainstorming, planning,
help people to see opportunity, create focus through short term
wins.
– Commitment – diagnosis: enthusiasm & cooperation; people
identify with organization; look for new challenges.
Management – set long term goals; reward those who have
changed.
Human Resources Information Systems
Role of HRIS
• Strategic Management:
– Environmental scanning results, quality & productivity improvement monitoring.
• Workforce planning & employment:
– Tracks promotion, transfers, hiring, and termination rates for each employee by job group.
– Records the number and percentage of protected categories of employees.
– EEOC data
– Applicant info & utilization reports to help monitor affirmative action programs.
• Human Resource Development:
– ID career paths
– Records for education, skills, & completed training
– Course registration/administration.
– Evaluate Performance.
• Comp & Benefits:
– Track salary survey results
– Facilitate benefit administration
– Track tuition reimbursement
– Track retirement planning
– Track COBRA & HIPAA documentation.
• Employee & Labor Relations:
– EE discipline records
– Labor distribution data
– Union service data
– Attitude survey results
• Occupational health, safety & security
– Accident & illness trends
– Insurance & workers’ comp claims
– Illness & injury medical exam & follow-up
procedures.
– ID’s high risk conditions
• Monitors accidents & their costs by type and
location.
Organizational Design
Indicators of Organizational Design
• Define Work activities – core functions
• Reporting Relationships – who reports to whom
• Departmental Grouping – 5 Options
Option 1: Functional
Administration & Research
Weaknesses:
•Slow response time to change
•Slow decision making, hierarchy overload
•Poor horizontal coordination among departments
•Less innovation
•Restricted view of organizational goals.
Strengths:
• Allows economies of scale within functional departments
• Enables in depth skill development
• Enables organization to accomplish functional goals
• Works best in small to medium sized organizations
• Works best with 1 or a few products.
Option 2: Divisional
Strengths:
•Good for fast change in unstable environment
•High client satisfaction due to product responsibility & contact points are clear
•High coordination across functions
•Units can adapt to differences in products, regions, clients
•Best in large organizations with several products
•Decentralizes decision making
Weaknesses:
•Eliminates economies of scale
•Leads to poor coordination across product lines
•Eliminates in-depth competence & technical specialization
•Makes integration & standardization across product lines difficult.
Option 3: Geographic
Strengths & Weaknesses similar to divisional
Option 4: Hybrid
Strengths
•Adaptability & coordination in product divisions & efficiency in
centralized functional departments
•Better alignment between corporate and division level goals
•Achieves coordination within & between product lines
Weaknesses
•Potential for excessive administrative overhead
•Leads to conflict between division & corporate departments.
Option 5: Matrix
Strengths:
•Achieves coordination to meet dual demands from environment
•Flexible sharing of human resources across products
•Works for complex decisions & frequent changes in unstable
environment
•Provides opportunity for functional and product skill development
•Best in medium organizations with multiple products.
Weaknesses:
• Dual authority, can be frustrating & confusing.
• All need good interpersonal skills & extensive
training
• Time consuming, involves frequent meetings &
conflict resolution
• Requires collegial rather than vertical type
relationships
• Requires dual pressure from environment to
maintain power balance.
Measuring Organizational Performance: Balanced Scorecard
• Balanced scorecard helps individual business function measures with organizational strategies.
• 4 Major categories for the balanced scorecard:
– Innovation & Learning
• Measures skill and motivation of employees.
• Example measure – employee engagement.
• Value proposition – link to organization productivity.
– Internal Processes
• Core processes are identified along with key measures.
• Example measure – employee productivity.
– Financial
• Profit or budget performance against goals.
– Customer
• Quality, effectiveness of delivery, and overall customer satisfaction.
Measuring the Performance of Human Capital
• HR Audit – Example Areas to Investigate
– Organization of HR Department
– Organization Development (Staffing Forecasts)
– Recruitment & Selection
– Compensation
– Employee Benefits
– Employee Relations & Communications
– Personnel Policies/Workplace Rules
– EEO/Regulatory Compliance
– Training & Development
– Labor Relations
– Safety, Health & Wellness
• Human Capital Metrics
• Absence rate
– [# days absent] / [Avg # employees x # workdays]
• Cost per Hire
– Total cost of hiring process / # employees hired
• Health Care costs per employee
– Health care costs / # Employees
• HR expense factor
– HR expense / Total Operating Expense
• Human Capital ROI
– [Revenue – Operating Expense – (Compensation Cost + Benefits
Cost)] / [Compensation cost + Benefits Cost]
• Human Capital Value Added
– Revenue – [Operating Expense – (Compensation cost + Benefit Cost)]
• Turnover Rate
– [# Separations during month / average # of employees] x 100
Code of Conduct
• Trustworthy Conduct – including dependability, loyalty, & honesty in communications and actions.
• Respectful behavior – treating everyone with civility, courtesy, tolerance & acceptance, and recognizing the worth, dignity and unique characteristics of each individual.
• Accountability – taking personal responsibility for one’s actions & decisions.
• Fair & just actions – utilizing equitable processes in decision making.
• Compassion – caring for others, both within & apart from the UCSF community, & providing the highest quality service to patients & humanity.
• Good citizenship – striving to make the UCSF community function well now & in the future.
• Responsible management – including prudent use of University resources in a fiscally responsible manner.
Human Resource Values
• The core values and beliefs that support our vision should be/are:
– Ethics and Integrity: Committing to the highest
standards of behavior demonstrated by being open, fair, honest and consistent in dealing with the campus community and the public;
– Supportive Work Environment: Developing a work environment that enables productivity and develops human potential;
– Diversity: Respecting individual differences and ways of thinking, and celebrating individual differences;
– Customer Service: Providing high-quality services that are measured by satisfaction from those we serve;
– Innovation and Quality: Recognizing and rewarding creativity and "out of the box thinking that results in positive change and creates a new standard of performance;
– Teamwork and Collaboration: Working together collectively to achieve goals and purposes common to the organization's strategic directions, and where the
result is greater than the sum of its parts;
– Champions of Change: Taking risks that encourage new methods and tolerate honest mistakes when peak performance and limited resources are combined for a
positive outcome;
– Effective Communications: Listening and speaking in a manner that is timely, honest, thorough, open, and sensitive within our organization as well as between
individuals;
– High Performance/Maximum Accountability: Providing the ability to make choices and take responsibility for them so that individuals can be measured by the goals they set and their commitment and ability to achieve them.
– Fun: Enjoying the work, relationships and time we share together as colleagues focused on a common mission.
Source:-Unknown
From India, Nasik
15Human Resources Series
HR Development & Training
Human Resources Series
1. HR’s Strategic Role
2. Effective Recruitment & Selection
Techniques
3. Benefits
4. Labor & Employee Relations
5. Compensation Fundamentals
6. Health, Wellness, & Disability
Management
7. HR Development
Agenda - HR’s Strategic Role
1. HR’s Evolving Role
2. Strategic Planning & the Change
Management Process
3. HRIS
4. Organization Design
5. Measuring Organization Performance
6. Measuring Human Performance
7. Ethics
HR’s Role
• Roles are evolving from administrative (personnel function) to strategic partner.
– Consultative Role: Coach managers to manage their resources within the laws &
ensure maximum potential.
– Change Management Role, systems design.
– Administrative Role, e.g. records maintenance.
HR’s Role in New Economy
• Focus on Business Objectives
– Structure activities around key business objectives
• Focus on the Environment
– Scenario planning on workforce issues to anticipate changes in the environment.
• Focus on Core Values
– Ensure that core values are embedded in key HR elements, e.g. hiring, job
requirements, rewards.
Role of Human Resources: General
Emerging Roles Examples of Strategic
Partnering
– Effectively managing & utilizing people
– Tying performance appraisal & compensation to competencies.
– Developing competencies that enhance individual & organizational performance
– Increasing the innovation, creativity & flexibility necessary to enhance competitiveness.
– Applying new approaches to work process design, succession planning, career development & interorganizational mobility.
– Managing the implementation & integration of technology through improved staffing,
training & communication with employees.
Change Management
• Change Management is a Critical HR Professional Skill
• Change Defined:
– “The adoption of a new idea or behavior by an organization.”
• HR’s role in the change process is to help forecast future changes, develop systems and policies for managing human capital before, during & after the change.
• HR Management’s Role in Strategic Organizational Change comes in 2
phases:
– Planning
– Implementation
Change Management – Planning
• Horizon scan & strategic planning process:
– Identify potential change drivers through SWOT analysis: (Strengths, Weaknesses, Opportunities, Threats)
• Economic
• International
• Technological
• Social
• Employment
• Demographics
• Political
– Use SWOT (Strengths, Weaknesses, Opportunities, Threats) to identify organizational changes or human resource needs for the future.
• Identify business strategies for Dealing With
Each, (High Level Directions/Initiatives)
• ID Key Actions for each strategy
• Identify Targets
• Create Communications/Management Strategy
Change Management – Implementation
• Lewin’s Three-Step Procedure of Change:
– Unfreeze present level of behavior
– Movement from present to new
– Refreezing process
• Kotter’s Change Management Model
– Unfreeze
• Establish Sense of Urgency
• Form Powerful Guiding Coalition
• Create the Vision
• Communicate the Vision
– Movement
• Empower Others to Act
• Plan for Short Term Wins
• Consolidate Improvements
– Re-Freeze
• Institutionalize
Change Management – People
• 4 Phases of Transition:
– Denial – diagnosis: common to observe withdrawal; focusing
on the past; increased activity with reduced productivity.
Management: confront with information; reinforce reality of
change; explain what they can do; give them time.
– Resistance – diagnosis: anger, blame, depression,
resentment, continued lack of productivity. Management:
listen, acknowledge feelings, be empathetic; help people to say
good by to the old; sometimes ritual is important. Offer rewards
for change, be optimistic.
– Exploration – diagnosis: confusion, chaos; energy; new ideas;
lack of focus. Management: facilitate brainstorming, planning,
help people to see opportunity, create focus through short term
wins.
– Commitment – diagnosis: enthusiasm & cooperation; people
identify with organization; look for new challenges.
Management – set long term goals; reward those who have
changed.
Human Resources Information Systems
Role of HRIS
• Strategic Management:
– Environmental scanning results, quality & productivity improvement monitoring.
• Workforce planning & employment:
– Tracks promotion, transfers, hiring, and termination rates for each employee by job group.
– Records the number and percentage of protected categories of employees.
– EEOC data
– Applicant info & utilization reports to help monitor affirmative action programs.
• Human Resource Development:
– ID career paths
– Records for education, skills, & completed training
– Course registration/administration.
– Evaluate Performance.
• Comp & Benefits:
– Track salary survey results
– Facilitate benefit administration
– Track tuition reimbursement
– Track retirement planning
– Track COBRA & HIPAA documentation.
• Employee & Labor Relations:
– EE discipline records
– Labor distribution data
– Union service data
– Attitude survey results
• Occupational health, safety & security
– Accident & illness trends
– Insurance & workers’ comp claims
– Illness & injury medical exam & follow-up
procedures.
– ID’s high risk conditions
• Monitors accidents & their costs by type and
location.
Organizational Design
Indicators of Organizational Design
• Define Work activities – core functions
• Reporting Relationships – who reports to whom
• Departmental Grouping – 5 Options
Option 1: Functional
Administration & Research
Weaknesses:
•Slow response time to change
•Slow decision making, hierarchy overload
•Poor horizontal coordination among departments
•Less innovation
•Restricted view of organizational goals.
Strengths:
• Allows economies of scale within functional departments
• Enables in depth skill development
• Enables organization to accomplish functional goals
• Works best in small to medium sized organizations
• Works best with 1 or a few products.
Option 2: Divisional
Strengths:
•Good for fast change in unstable environment
•High client satisfaction due to product responsibility & contact points are clear
•High coordination across functions
•Units can adapt to differences in products, regions, clients
•Best in large organizations with several products
•Decentralizes decision making
Weaknesses:
•Eliminates economies of scale
•Leads to poor coordination across product lines
•Eliminates in-depth competence & technical specialization
•Makes integration & standardization across product lines difficult.
Option 3: Geographic
Strengths & Weaknesses similar to divisional
Option 4: Hybrid
Strengths
•Adaptability & coordination in product divisions & efficiency in
centralized functional departments
•Better alignment between corporate and division level goals
•Achieves coordination within & between product lines
Weaknesses
•Potential for excessive administrative overhead
•Leads to conflict between division & corporate departments.
Option 5: Matrix
Strengths:
•Achieves coordination to meet dual demands from environment
•Flexible sharing of human resources across products
•Works for complex decisions & frequent changes in unstable
environment
•Provides opportunity for functional and product skill development
•Best in medium organizations with multiple products.
Weaknesses:
• Dual authority, can be frustrating & confusing.
• All need good interpersonal skills & extensive
training
• Time consuming, involves frequent meetings &
conflict resolution
• Requires collegial rather than vertical type
relationships
• Requires dual pressure from environment to
maintain power balance.
Measuring Organizational Performance: Balanced Scorecard
• Balanced scorecard helps individual business function measures with organizational strategies.
• 4 Major categories for the balanced scorecard:
– Innovation & Learning
• Measures skill and motivation of employees.
• Example measure – employee engagement.
• Value proposition – link to organization productivity.
– Internal Processes
• Core processes are identified along with key measures.
• Example measure – employee productivity.
– Financial
• Profit or budget performance against goals.
– Customer
• Quality, effectiveness of delivery, and overall customer satisfaction.
Measuring the Performance of Human Capital
• HR Audit – Example Areas to Investigate
– Organization of HR Department
– Organization Development (Staffing Forecasts)
– Recruitment & Selection
– Compensation
– Employee Benefits
– Employee Relations & Communications
– Personnel Policies/Workplace Rules
– EEO/Regulatory Compliance
– Training & Development
– Labor Relations
– Safety, Health & Wellness
• Human Capital Metrics
• Absence rate
– [# days absent] / [Avg # employees x # workdays]
• Cost per Hire
– Total cost of hiring process / # employees hired
• Health Care costs per employee
– Health care costs / # Employees
• HR expense factor
– HR expense / Total Operating Expense
• Human Capital ROI
– [Revenue – Operating Expense – (Compensation Cost + Benefits
Cost)] / [Compensation cost + Benefits Cost]
• Human Capital Value Added
– Revenue – [Operating Expense – (Compensation cost + Benefit Cost)]
• Turnover Rate
– [# Separations during month / average # of employees] x 100
Code of Conduct
• Trustworthy Conduct – including dependability, loyalty, & honesty in communications and actions.
• Respectful behavior – treating everyone with civility, courtesy, tolerance & acceptance, and recognizing the worth, dignity and unique characteristics of each individual.
• Accountability – taking personal responsibility for one’s actions & decisions.
• Fair & just actions – utilizing equitable processes in decision making.
• Compassion – caring for others, both within & apart from the UCSF community, & providing the highest quality service to patients & humanity.
• Good citizenship – striving to make the UCSF community function well now & in the future.
• Responsible management – including prudent use of University resources in a fiscally responsible manner.
Human Resource Values
• The core values and beliefs that support our vision should be/are:
– Ethics and Integrity: Committing to the highest
standards of behavior demonstrated by being open, fair, honest and consistent in dealing with the campus community and the public;
– Supportive Work Environment: Developing a work environment that enables productivity and develops human potential;
– Diversity: Respecting individual differences and ways of thinking, and celebrating individual differences;
– Customer Service: Providing high-quality services that are measured by satisfaction from those we serve;
– Innovation and Quality: Recognizing and rewarding creativity and "out of the box thinking that results in positive change and creates a new standard of performance;
– Teamwork and Collaboration: Working together collectively to achieve goals and purposes common to the organization's strategic directions, and where the
result is greater than the sum of its parts;
– Champions of Change: Taking risks that encourage new methods and tolerate honest mistakes when peak performance and limited resources are combined for a
positive outcome;
– Effective Communications: Listening and speaking in a manner that is timely, honest, thorough, open, and sensitive within our organization as well as between
individuals;
– High Performance/Maximum Accountability: Providing the ability to make choices and take responsibility for them so that individuals can be measured by the goals they set and their commitment and ability to achieve them.
– Fun: Enjoying the work, relationships and time we share together as colleagues focused on a common mission.
Source:-Unknown
From India, Nasik
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