The Premise of HR Value

Priyanka Nivesh Saurabh Sasidhar

Understanding ‘’Value’’ • Values reflect the standards within a firm • Someone receiving something of worth from transaction • HR Professional add value when their work helps someone reach their goals .

HR Value Proposition The HR Value Proposition means that HR Practices. customers and investors . departments and professionals produce positive outcomes for key stakeholders – employees. line managers.

What is HR Transformation ? • Delivery of HR services online ? • Changing a single HR practice ? • Outsourcing HR functions ? • Sending HR Professionals to seminars ? • Writing an HR Strategy or Mission ? .

Determination .Writing an HR Strategy Mission • Our goal is to be a – Innovative HR Practices Firm • We will do this by leveraging – Existing Human Capital • And we will ensure that we anticipate – • And we will invest inFull Cooperation from Workforce Human Resource Development • And we will be known for .Outstanding Business Results • And we will work with unyielding Discipline – Dedication .

HR Transformation …. • Changes both behaviour and outputs • Must change the way to think about HR’s role in delivering value to stakeholders • Requires whole new agendas. – not individuals . thoughts and processes across the entire dept.

the HR Professional can show how an investment can in a HR practice will help stakeholder gain value • The 6 Important implications . Upon understanding the requirements.Premise of HR Value • Begins with focus on receivers. not givers.

the ultimate receivers of business reside in marketplaces that companies serve Internal and External Customers Knowledge of external business .6 important implications for HR Professionals • First – Human Resources work does not begin with HR – it begins with the business Line of Sight – real (not declared) business partners • Second.

Framing HR as a source of Competitive advantage “wallet-test” • Fourth.customer gap . HR professionals must align practices with the requirements of internal and external stakeholders SMT case management .6 important implications for HR Professionals • Third.

6 important implications for HR Professionals • Fifth. Directs HR Professionals to acquire the personal knowledge and skills necessary to link HR activity to stakeholder value “Company Party Trivia test” • Sixth. HR professionals to view a company’s stakeholders from a unique and powerful perspective Employee Commitment  Customer Attitudes  Investor returns .

Knowing External Business Realities Ensuring HR Professionalism Serving external and internal Stakeholders HR Value Proposition Building HR Resources Crafting HR Practices .

•Aligns its organization to strategy of the business. Knowing External •Technology Business Realities •Economics •Globalization •Demographics Serving External and Internal Stakeholders Crafting HR Practices •Customers •Investors •Managers •Employees •People •Performance •Information •Work •HR strategies and Organization •Connecting to target customers •Create market value : increasing intangibles •Deliver strategy by building deliverables •Clarifying/establishing employee VP. •Managing people processes : add value •Manages PMS : add value •Managing information processes and practises •Manages work flow processes and practices . •Clear strategic planning to align HR investments with business goals. •Invest : Training and Development •Adapt and allocate resources accordingly.Elements of HRP Ensuring HR professionalism Contents •HR roles •HR competencies •HR development Actions ( 14 criteria for new HR) •Staff who play clear/appropriate roles •Build staff ability to display competencies. Building HR Resources .

Thank you .

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