3. “…An insight-driven function…In this way HR uses
much of the work from its core activities to further
inform the organisation about challenges, course
correction and big opportunities.”
“….A Business Savvy function.. We wanted to get into a
conversation with practitioners about what they think
business savvy is…”
Four ‘foundations’ that help build business savvy in HR
professionals and their teams…..
(CIPD, 2011)
High Performance HR
4. Comfortable with social media and its uses in
organisations
Understanding people performance recipes and
employee engagement
Using ‘big data’ to optimise organisational
effectiveness
More individualisation of the relationship with top
management and high potentials
High Performance HR
5. 1
2
3
4
5
Use of social media technologies
Social Media Use Agreement
Designing Strategies 25%
Implementing Strategies
Experimentation
Employee communication
Reputational Damage
30%
35%
59%
Based on OE Survey (2010)
9%
14%
12%
31%
62%
58%
9. Use of social media technologies
Social Media Use Employer Contribution
Designing Strategies
Implementing Strategies
Experimentation
Employee communication
Reputational Damage
Based on OE Survey (2010)
POS (Employee Agency)
POS (Employee Agency)
PC (Articulating Clear Vision)
PC (Trust)
PC (e.g. new forms of learning
delivery)
16. Expression of Tensions
Need to cut costs ....and deliver
world class customer service
Cost-cutting while trying to
empower and engage staff’
Hurry up and implement, but
make sure it’s perfect
(...) cut in headcount and placing
greater demands on employees
Excessive workload
