Hcm bp2

A Blueprint for Human Capital Management,[object Object]

First we need to do a “gut-check” as to where we are today. What is important and where do we need to improve?,[object Object]

The results of an HRx Insight diagnostic helps set the tone for maximizing HR’s effectiveness and enhancing financial performance.,[object Object]

The HRx circumplex report provides a unique 360 view of an HR leader’s assessment of HR’s performance versus importance.,[object Object]

Now we need to do a deeper dive. How do we compare to top performers? ,[object Object],Where are the opportunities? ,[object Object]

HR Costs as a % of Total HR Cost,[object Object],Overall HR Cost Per EE,[object Object],Top Performers,[object Object],Top Performers,[object Object],CLIENT,[object Object],CLIENT,[object Object],Average,[object Object],Average,[object Object],Benchmarking is critical for any organization concerned with cutting costs, increasing productivity, or generally achieving new heights of performance.,[object Object]

Strategic Planning,[object Object],23.9% (24%),[object Object],Talent Management,[object Object],44.3% (57%),[object Object],HR Administration,[object Object],27% (19%),[object Object],Other,[object Object],4.9% (0%),[object Object],HR Planning,[object Object],9.2% (8.5%),[object Object],Selection and Staffing,[object Object],11.8% (18%),[object Object],Health and Welfare Administration,[object Object],8.4% (5%),[object Object],Organizational Development,[object Object],8.8% (8.5%),[object Object],Performance Management ,[object Object],17.2%( 19%),[object Object],Benefit Administration,[object Object],5.6% (5%),[object Object],Creating Value Proposition,[object Object],5.9% (7%),[object Object],Employee Relations,[object Object],9.2% (17%),[object Object],Compensation Administration,[object Object],1.3% (5%),[object Object],Exit Management,[object Object],6.1% (3%),[object Object],Information Management,[object Object],4.8% (5%),[object Object],Compliance,[object Object],6.9% (1%),[object Object],Top performing companies spend the majority of HR time delivering service in the Green Processes. ,[object Object]

Key Success Factors,[object Object],Right Things,[object Object],Percent of activities using applications ,[object Object],Number of applications being used ,[object Object],HR Strategic Plan has technology,[object Object],Technology plan deployment,[object Object],Software Customization,[object Object],Right Way ,[object Object],Self-Service usage ,[object Object],Number of EE identifiers,[object Object],Describes use of HR tech ,[object Object],How info is exchanged between applications,[object Object],Software utilization,[object Object],Inhibitors to Technology Deployment ,[object Object],Complexity,[object Object],External Suppliers,[object Object],Not a priority,[object Object],High,[object Object],Moderately,[object Object],Deployed,[object Object],Fully Deployed,[object Object],Doing the right Things,[object Object],2,[object Object],1,[object Object],4,[object Object],5,[object Object],3,[object Object],Somewhat,[object Object],Deployed ,[object Object],Limited,[object Object],Deployment,[object Object],High,[object Object],Low,[object Object],Doing Things Right,[object Object],Overall Rating,[object Object],It is important to understand how HR is leveraging technology. A good start is asking: are we doing the right things and are we doing them right?,[object Object]

Collaborator- time is spent working with line managers to implement strategic initiatives

Expert - time is spent providing insight and information to managers on human resource issues

Administrator - time is spent processing employee transactions and responding to employee requests for informationBusiness Partner,[object Object],Right Things,[object Object],Proactive,[object Object],Collaborator,[object Object],Expert(HR Rating),[object Object],Reactive,[object Object],Administrator,[object Object],Right Way,[object Object],It is crucial for HR to appreciate their position in the HR transformation continuum. It is also important to understand how customers rank HR.,[object Object]

Information Management,[object Object],Top Performers,[object Object],CLIENT,[object Object],For your primary software application, please rate the degree of customization/modification performed on this package,[object Object],For your primary software application, please rate the degree to which available functionality is utilized.,[object Object],What percent of the time do you use electronic signatures with automated workflow for distributing and approving information changes?,[object Object],What percentage of time do you utilize on-line verification of the accuracy and completeness of employee data capture?,[object Object],What percent of the time do you electronically send information to an employee based on their profile?,[object Object],What percent of the time do employees records have to be corrected due to errors?,[object Object],Minor,[object Object],Minor,[object Object],Most,[object Object],NA,[object Object],98%,[object Object],50%,[object Object],100%,[object Object],5% ,[object Object],0%,[object Object],100%,[object Object],1.2%,[object Object],.51%,[object Object],Studies show that an organization adopting best practices can increase measures of performance by factors of two to five.,[object Object]

So, now that we know where we stand, how do we lay all of our cards on the table and get everyone fully,[object Object],engaged?,[object Object]

Compression Planning is an energizing process that launches a group's best thinking and makes things happen. Fast. ,[object Object]

13,[object Object],Business Impact,[object Object],HR Importance,[object Object],Prioritization Matrix,[object Object],Business Impact (value),[object Object],Support of HR Strategy,[object Object],Business appetite for initiative,[object Object],Alignment with business priorities,[object Object],Global or multi-divisional,[object Object],Would CEO / CFO consider this important?,[object Object],Financial impact / benefit,[object Object],HR Importance (timing),[object Object],Committed priority,[object Object],Availability of resources / budget (Corp HR, business operations, IT),[object Object],Is project a pre-requisite for other initiatives?,[object Object],Operational pain / urgency / broken,[object Object],Foundational to enable evolution / other HR technology?,[object Object],Findley Davies uses a unique Prioritization Matrix to help our clients develop a practical approach to prioritizing their objectives.,[object Object]

14,[object Object],Business Impact,[object Object],HR Importance,[object Object],Prioritization Matrix,[object Object],Business Impact (value),[object Object],Support of HR Strategy,[object Object],Business appetite for initiative,[object Object],Alignment with business priorities,[object Object],Global or multi-divisional,[object Object],Would CEO / CFO consider this important?,[object Object],Financial impact / benefit,[object Object],HR Importance (timing),[object Object],Committed priority,[object Object],Availability of resources / budget (Corp HR, business operations, IT),[object Object],Is project a pre-requisite for other initiatives?,[object Object],Operational pain / urgency / broken,[object Object],Foundational to enable evolution / other HR technology?,[object Object]

Our plan has to be actionable! We need proven steps to do the following:,[object Object]

Findley Davies works with clients to help them benchmark compensation data, including geographic salary comparisons.,[object Object]

Our Impetro system is a proprietary online RFP tool that helps clients evaluate and select workforce technology solutions based on their needs.,[object Object]

Findley Davies consultants are certified to lead clients in using the Balanced Scorecard model for strategic planning.,[object Object]

Based on the idea “it is hard to improve what you can’t see,” our consultants help clients process map their HR methods and procedures.,[object Object]

Findley Davies works with client to make sure incentive planning provides a strong link between organization goals and strategies and compensation. ,[object Object]

OK, we’re ready to develop a visual model that tells our story and defines our strategy and the expected outcomes.,[object Object]

Hcm bp2

Hcm bp2

Recommandé

Contenu connexe

Tendances

Tendances(20)

En vedette

En vedette(20)

Similaire à Hcm bp2

Similaire à Hcm bp2(20)

Dernier

Dernier(20)

Hcm bp2