HR As A Strategic Business Partner

National Seminar on HUMAN RESOURCE AS A STRATEGIC BUSINESS PARTNER October 01, 2013
Faculty of Business Management St Aloysius College (Autonomous) Mangalore 575 003 In collaboration with KANARA CHAMBER OF COMMERCE
St. Aloysius College, Mangalore
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National Seminar on HR
HUMAN RESOURCES AS A STRATEGIC BUSINESS PARTNER

Prof Chowdari Prasad TAPMI, Manipal [email protected]
www.tapmi.edu.in
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HR as a Strategic Business Partner
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Sub-Themes
1. Solving Employee Churn Keys to Employee Retention 2. TQM in Service Sector 3. Impact of Technological Change upon Business Environment 4. Impact of Group Dynamics on Decision Making 5. E-Governance 6. Challenges to HRM in next generation
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Sub-Themes.
7. Work place negotiations : A powerful leadership tool 8. Customer Centric HR 9. Cross Cultural issues in HR 10. Talent Acquisition towards Organisation Excellence
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Span of Control
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Evolution of Management Theory

Pre-Scientific Era (in early 1800s)
Charles Babbage (British Professor of Maths) Robert Owen (Scottish Entrepreneur)
Scientific Management Era

F W Taylor (1856 - 1915) ---- Henri Fayol (1841 1925)
Human Relations Era

Elton Mayo and the Hawthorne Experiments
Evolution of Management Theory...2

Social Sciences Era
Chestor I Barnard Rensis Likert Douglas McGregor Herbert A. Simon Peter F. Drucker
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Evolution Of Management Thought
Classical Approaches
1890 1900 1910
Contemporary Approaches
1920 1930 1940 1950 1960 1970 1980 1990 2000
Systematic management Scientific management
Administrative management
Quantitative management
Systems theory
Contingency theory
Current and future revolutions
Human relations
Organizational behavior
Bureaucracy
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Different names over time!

My personal experiences in Banking Industry Andhra Bank, CO, Hyderabad Personnel Department / Staff Department State Bank of India, LHO-Hyd / CO, Mumbai Personnel Administration Department Human Resources Department Industrial Relations Department Cadre Management Department
HUMAN RESOURCES
THE PHILOSOPHY PLANNING FOR HUMAN RESOURCES JOB ANALYSIS RECRUITMENT AND SELECTION PLANNING PROCESS MANPOWER DEVELOPMENT APPRAISAL AND COUNSELLING CAREER PLANNING TRAINING & DEVELOPMENT
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HR as a Strategic Partner
Define Current HR Status Determine HR Mission Determine HR Values Determine HR Vision Identify Customers Identify Stakeholders Identify Partners Determine Expectations of C / S / P
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HR as a Strategic Partner2
Research and Benchmark Negotiate Customer / Stakeholder / Partner agreements Determine HR outputs Determine HR Goals Determine HR Processes Determine HR behaviours
HR as a Strategic Partner3
Deliver HR Outputs Accomplish HR Goals HR as a Strategic Partner
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HR as a Business Function
Managing Employee Data, Payroll, Time and Attendance and setting company policies Personnel Administration and Compliances HRIS, Spreadsheets, etc Policy Documents Employee Leave Applications, Contracts, etc
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HR as a Business Partner
Meet the existing business needs Organisation will grow at a measurable rate! Focus shifts to Competency based Recruitment, Total Compensation, Employee Development, Communication and Organisation Design Formalising Orgn structure, Identifying skills necessary for different roles, defining training programs, recruitment techniques to evaluate
HR as a Strategic Partner
Full maturity of HR functions of Organisation To focus on attaining leadership position! Identify competencies necessary for above Align employees to common set of objectives Mitigation of risk thro Succession Planning Continuous measurement of effectiveness Increase employee engagement Aligning compensation to performance Well defined JD; Recruitment / Goal Setting / Training / Performance Evaluation / Career Development Learning Management, Performance Management
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Fundamental Changes Facing Managers
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FIGURE 1 2 28
How is H.R. Strategic?

Must impact one or more corporate goals
Build competitive advantage Increase revenues or cut costs Increase market share
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How is H.R. Strategic?

Improve customer service, product, quality Reduce product time to market Increase productivity
Increase shareholder/stakeholder value
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A new kind of HR professional is emerging to manage this transformed function, someone who deeply understands not only talent-management processes but also an organizations strategy and business model.
Becoming A Strategic Business Partner

Knowledge Requirements Staying focused on issues that matter to the business Delivering capabilities that make a real difference
Knowledge Requirement
Bring strong technical expertise to the table and an
understanding of your company and its strategy.
The courage and conviction for change and to be what your

organization wants you to be.
Develop new skills as needed. Understand the data, the

financials, the market, etc.
Be a true Partner and a true Coach, with honesty, integrity

and courage.
Business Partner Knowledge Requirements

Strategic
Talent Planning Talent Development Performance Management Executive Succession Executive Compensation HRIS Shared Services Acquisition Assessment Cultural Integration Strategic Alignment Globalization Organizational Architecture Enterprise Integration Acquisition Planning Organizational Learning Executive Development Board Relations
HR
Compensation/Benefits Recruiting Hiring/Firing Data Reporting Performance Assessment Succession Planning Orientation/Training Relocation Policy/Fair Treatment Quality Cost Reduction Process Reengineering Customer Relationship Management Product Development Change Management Metrics Team Effectiveness
Business
Operational
Staying Focused On Business Issues

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. Ensure that core values are embedded in key HR elements, e.g. hiring, job requirements, rewards
Focus on Core Values
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HR As A Strategic Business Partner

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National Seminar on HUMAN RESOURCE AS A STRATEGIC BUSINESS PARTNER October 01, 2013

St. Aloysius College, Mangalore

HUMAN RESOURCES AS A STRATEGIC BUSINESS PARTNER

HR as a Strategic Business Partner

Evolution of Management Theory

Scientific Management Era

Human Relations Era

Evolution of Management Theory...2

Evolution Of Management Thought

1920 1930 1940 1950 1960 1970 1980 1990 2000

Systematic management Scientific management

Current and future revolutions

Different names over time!

Fundamental Changes Facing Managers

How is H.R. Strategic?

How is H.R. Strategic?

Increase shareholder/stakeholder value

Becoming A Strategic Business Partner

The courage and conviction for change and to be what your

Develop new skills as needed. Understand the data, the

Be a true Partner and a true Coach, with honesty, integrity

Business Partner Knowledge Requirements

Staying Focused On Business Issues

Structure activities around key business objectives

Focus on the Environment

Focus on Core Values

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