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  1. 1. 1/12/22 1 HR Operations Business Strategy HR Strategy HR Model HR Purpose HR Roles and Responsibilities Policies and Practices
  2. 2. 1/12/22 2 HR Operating Model
  3. 3. 1/12/22 3 Results-oriented HR professional have track record for implementing innovative strategies and processes to increase business growth and success. Possesses firm knowledge of several HR functional areas, including UK payroll, talent acquisition, interviewing, compensation and benefits administration, employee relations, training, and workforce planning. Utilizes outstanding communication and interpersonal skills while building professional and trustworthy relationships with all organizational levels. Additional areas of expertise include Specialties Client Relations - Strategic Planning - Management Counseling - Rewards Programs - Employee Retention - Performance Management - Policy/Procedure Development - Immigration/ Relocation Specialties: Payroll UK​ Payroll India​ Talent Acquisition.​ Transition Change and Management ,​ HR Project Management,​ Training and Development,​ Employee Life Cycle process transformation,​ Employee Performance Management,​ Outsourcing & offshoring,​ Shared services operations,​ Organizational design​ Business Process rationalization including cost optimizations,​ Reward and Recognition strategy
  4. 4. 1/12/22 4 HR Operations HR stands for human resources, a department of an organization that deals with employee-related issues. HR operations refer to services provided by an HR department to business operations. HR operations or operational HR services, include administrative services, recruitment, job analysis, and employee relationship management. HR operations managers normally carry out the tasks related to these processes on a day-to-day basis; it makes up the bulk of their work. The day-to-day operational processes and tasks differ from strategic human resource management, which is normally the responsibility of the head of human resources. They look at HR from a business-performance and planning perspective, ensuring that that the human resources department aligns with the direction of the company and its overall goals and that its work supports the work of the business as a whole.
  5. 5. 1/12/22 5 HR Operations goal setting: They ensure that your organization has a headcount strategy, succession plans for leadership roles, internal talent development goals, and career management. HR Operations goes about this by creating clarity for employees with what is expected of them and how to work within the company's structure. Operational HR Activities: Operational HR includes the management of workers' compensation issues, health benefits and compensation reviews. It may involve employee counseling and coaching, the creation of employee rewards programs, and developing social programs to engage employees. HR Operation Anayst Do: The Human Resource (HR) Analyst will collect, compile, and analyze HR data, metrics, and statistics, and apply this data to make recommendations related to recruitment, retention, and legal compliance.
  6. 6. 1/12/22 7 This not only involves full-cycle recruiting, but also learning and development initiatives. Sales and HR need to decide on hiring needs (both short- and long-term), the ideal candidate profile, the recruitment process stages, the onboarding process, and performance and employee management strategy. The HR solution ADP Worspace, now, provides pipeline management capabilities that help you understand the actions you need to take to ensure you are meeting the hiring needs of your staffing plan. For information: ADP Workspace (automatic data processing) empowers clients to effectively address business challenges with a flexible, secure and integrated HCM (human capital management) solution that supports the full spectrum of HR needs – from recruitment to retirement and everything in between.
  7. 7. 1/12/22 8 Marketing department: The needs of the marketing department can vary dramatically according to factors such as new product launches, company announcements or external and internal events that your business must react to. That’s why it’s important that the department has access to the necessary resource at short notice. This is where the HR department’s talent acquisition process comes in. You need to have a database of candidates who you can reach out to at these times, whether you’re hiring a full-time employee or freelancer. Ideally, you’ll already have a database of past candidates you can draw on or a speedy sourcing process, such as the AI-based service provided by HR software Workable.
  8. 8. 1/12/22 9 Customer service department: As your customer service team is the first point of contact for anyone getting in touch with your business, it’s important to make sure that they have the skills and tools to adequately deal with all situations, whether they are positive or negative. This involves hiring the right people with the right experience, but it also extends to collaboratively creating performance measures so employees can work toward improving skills, and providing the necessary training to close skills gaps. HR software Zenefits can help, as it provides templates that allow you to easily create goals and run performance reviews on an individual, team, and company level. You can also track both the progress of goals and the performance management process as a whole. For Information: Zenefits is a Software as a Service (SaaS) company that offers a cloud-based human resource information management (HCIM) platform to businesses for managing multiple HR services such as benefits, payroll, compliance, paid time off, health insurance, and more.
  9. 9. 1/12/22 10 Key responsibilities of HR Operations Depending on the size of your organization, the HR Operations teams could look very different. They can focus on specific regions/segments of the business or have a generalist approach. In either case, they have the following responsibilities: Administration: The HR Operations team is responsible for many administrative tasks that keep the business running. These tasks include payroll management, staff data entry, and maintenance. They are also responsible for maintaining the human resources information system – also known as HRIS. This program is used to track and maintain all HR- related data, such as employee contracts, non-disclosure agreements, compensation, employees’ personal data, and more.
  10. 10. 1/12/22 11 Compliance: Compliance is one of the most important tasks your HR Operations department is responsible for. They make sure that, legally, your organization is aligned with country- specific labor laws when tasked with things such as hiring, workplace rules, and employee treatment. HR Operations outlines the HR compliance policies that need to be followed internally. Recruitment: If your organization is large enough to have a recruiting team, HR Operations will focus on headcount planning. That is, making sure there are enough people in the organization so that the business runs well, but not too many people that you waste resources. If you have a smaller organization and no dedicated recruitment team, HR operations will pick up everything from advertising, interviewing, and making job offers to candidates.​ Onboarding: OfficeVibe’s Employee Engagement report found that 69% of employees are more likely to stay with their company for at least three years if they experienced great onboarding. HR Operations develops a structured onboarding program. They support managers in delivering a positive onboarding experience to their new team members.
  11. 11. 1/12/22 12 Employee Relations (ER): Employee relations refer to a company’s efforts to manage relationships in an organization. HR Ops focuses on preventing and resolving issues between coworkers and management. They also concentrate on understanding how your staff feels about their job, company environment, and overall well-being. Offboarding: Offboarding happens when an employee has either decided to leave the company or was fired. It involves administrative tasks like ensuring the employee returns company property, notifying IT and payroll about personnel changes, and preparing any paperwork the employee might need to sign. Offboarding also involves exit interviews, which are conversations between the employee, manager/HR, and the leadership team. During this chat, HR Operations is looking for feedback from the leaving team member on how to create a better work environment and employee experience for the current and future employees.
  12. 12. 1/12/22 13 The main goals of HR Operations The HR Operations department has several vital goals they’re trying to meet in their organization. Here are the three most important ones. Building a sustainable organization: Your company will only thrive when you have a sustainable growth plan. HR Operations’ goal is to ensure that your organization has a headcount strategy, succession plans for leadership roles, internal talent development goals, and career management. Without these strategies, your company cannot adapt quickly to external or internal changes.​
  13. 13. 1/12/22 14 Working on improving employee relations: When employees have strong, supportive relationships with their coworkers and managers, the entire company benefits. Numerous studies show that happy employees are more productive and will stay with your organization longer. The goal of employee relations is just that – to make sure your staff works in an environment where they can thrive and will have support if any issues pop up between coworkers. HR Ops goes about this by creating clarity for employees with what is expected of them and how to work within the company’s structure. They might also be present during performance reviews and feedback sessions, among other things.​​ Implementing and maintaining HR best practices: In short, HR best practices are universal processes and techniques that provide organizations with increased business performance results, regardless of the company’s industry. HR Ops is responsible for implementing and monitoring HR best practices in different departments of your organization. That way, they’re ensuring that the company is on track to achieve its goals.​​
  14. 14. 1/12/22 15 While HR and payroll may have different functions, they are linked through their organization’s people. Payroll is responsible for making the payments and calculating the taxes that need to be withheld each month, while HR manage multiple processes related to an employee’s pay, such as salary increases, bonuses and incentives, vacation and leave days, and other similar elements. When you think about these connection points, it reveals that in many ways HR and payroll are two sides of the same coin. However, what's often the reality in many organizations is that these two departments operate in their own silos – usually at the expense of the employee experience. Especially now, when employees arehyper-focused on how their organization supports them. The effect of siloed HR and payroll teams becomes even more detrimental when we realize the relationship between both teams thrives when both departments recognize they share a common sense of purpose – which is to improve the employee experience instead of taking away from it. So how can HR and payroll work better together and build a better partnership that puts their organization's people at the center of all they do?
  15. 15. 1/12/22 16 Common challenges in HR/payroll relationships To help our HR and payroll teams create stronger partnerships, we first need to understand what the typical blockers we have to get over are. Here are some examples: Different goals: Payroll’s goal is to be as accurate, efficient, and compliant as possible when delivering payroll. HR’s goal is to attract and retain the right people and build a unique company culture. So this means payroll focuses on precise calculations (a payroll register that’s out of balance by one penny will keep many payroll professionals up at night), while HR focuses on less concrete concepts like employee engagement and retention (so grossing up spot bonuses is an important retention tool). Ultimately, this can cause friction when both teams don’t seem to share similar goals or use the same terms.
  16. 16. 1/12/22 17 Reporting structure: For some organizations, HR and payroll don’t share the same reporting structure. While some organizations have payroll as a part of the HR department, sometimes payroll is considered a function of finance and reports to that department instead. These differences in reporting structure can further contribute to the gap between the teams. Control of data: Many times, this is a big point of contention between HR and payroll teams. HR is often charged with collecting and managing critical employee information that payroll relies on to accurately process payroll. So payroll teams often find themselves cleaning up HR data or having to go back to HR to collect a small (but important) piece of people data in order to process payroll.
  17. 17. 1/12/22 18 Four practical steps we can take to alleviate these friction points and start building better partnerships between HR and payroll. 1. Defining role scope and separation of responsibilities: At some organizations, the scope and responsibilities between HR and payroll are fuzzy. Having clear roles and separation of responsibilities is not only good for compliance, but also good for ownership and accountability. A further benefit to clarity in this area is maximizing strategic impact for both the HR and payroll players involved, helping your teams to meet the expectations of the modern workplace. A great option for defining role scopes and responsibilities is having your HR and payroll teams collaboratively create a process map like the one shown below. This can help everyone mutually agree on which processes each team owns and where the points of interaction should be in those workflows. It can also have the beneficial side effect of helping get managers on board with what you're doing too.
  18. 18. 1/12/22 19 2.Setting data integrity expectations: As, I mentioned earlier when going over common challenges, HR is often on the frontlines collecting employee data, which then goes on to feed payroll. And on the reverse – payroll data can contain a wealth of insights for the HR team (particularly around pay and pay equity). To improve data integrity, HR and payroll teams should work together to create a joint set of data standards. Joint standards typically continue important information about data formats (for instance, should a date of birth be entered as 01/01/1990 or 1/1/90?) as well as auditing procedures. Developing a set of standards will help drive more consistent, quality data through HR and payroll processes – and ultimately reduce errors and time spent correcting them. And being on one unified HR technology solution for both HR and payroll helps greatly in ensuring these standards get implemented everywhere in your employee life cycle, but we'll get to that later.
  19. 19. 1/12/22 20 3.Creating shared key performance indicators (KPIs): While HR and payroll teams may have different goals, they can create a few shared KPIs to align their teams around common objectives and get everyone pulling in the same direction. For example, tracking payroll errors due to late or missing timecard information can be a commonly shared KPI – as payroll needs to reduce errors, while HR needs to make sure employees are compliant with documenting their hours worked. And that's just one example. There are a ton of metrics around things like compliance, budgeted vs. actual hours, and business continuity that would help both HR and payroll maximize their value.
  20. 20. 1/12/22 21 4.Using one modern solution for HR and payroll: Because HR and payroll have historically been siloed (of a system, process, department, etc.isolated from others) functions, many organizations have separate solutions managing HR and payroll processes. HR and payroll teams who are looking to build a stronger partnership can work together to identify an end-to-end solution that handles both HR and payroll in one system. A single solution will help eliminate manual workarounds, duplicative data entry, and poor reporting. In addition, a modern, full-suite solution will provide employee self-service tools, which can reduce the time HR and payroll spend on fielding employee requests and changes. Conclusion: HR/payroll collaboration isn't just beneficial, it's essential By working with each other to understand each other’s roles and by leveraging the right tools, HR and payroll teams can work better together, build a stronger partnership, and create more efficient and accurate processes that, ultimately, will have a positive impact on their organization and their employee experience. Plus, when these collaboration strategies get implemented the right way, they maximize the time HR and payroll can spend helping their people while minimizing
  21. 21. 1/12/22 22 Getting the best out of your workforce: Happy workers are more productive workers, and the HR department plays an important part in making sure that all employees feel happy with their roles and responsibilities and are content to continue working at the company. Day-to-day HR operations, combined with overall human resources strategy, allow a business to function at its highest potential, and achieve the best results. No matter the size of your organization, HR operations is an integral part of your company. Not only do they support your staff’s lifecycle and assist in day-to-day tasks but, they also integrate that into a strategy to achieve your company’s business goals. Whether you have one HR Ops Manager or a dedicated HR Ops team, these team members will support your company through an HR Operations strategy. This includes building a sustainable organization, improving employee relations, and implementing and maintaining HR best practices – all while strategically optimizing workflows and implementing new technology to support the Human Resources department and broader team.
  22. 22. 1/12/22 23

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