Human resources role in organizational development and change
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Human Resources’ Role in Organizational Development and Change. HR’s Historical Transgression. Personnel Department Human Resources Department Human Capital Movement. How to Move Beyond. Team Players Guerillas in the Trenches. Five Critical Success Factors.

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Human Resources’ Role in Organizational Development and Change

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Human resources role in organizational development and change

Human Resources’ Role in Organizational Development and Change


Hr s historical transgression

HR’s Historical Transgression

  • Personnel Department

  • Human Resources Department

  • Human Capital Movement


How to move beyond

How to Move Beyond

  • Team Players

  • Guerillas in the Trenches


Five critical success factors

Five Critical Success Factors

  • Restructure to address requests from Organization

  • Reengineer to operate as a team member

  • Focus on clearly defined deliverables within business projects instead of general paradigms

  • Mitigate 3 errors of winging it, antagonism, and ball drop

  • Succeed through rapid and well-executed responses to business unit projects including best practices, measures, analysis, and costs


Restructure

Restructure

  • Transactional - 20%

  • Transformational - 80%

  • Staffing Database

  • Consultative Resources


Radically re engineer hr

Radically Re-Engineer HR

  • Need business knowledge

  • Need immediate response and results

  • Measure the value HR is offering


Focus on clearly defined deliverables they co own

Focus on Clearly Defined Deliverables They Co-Own

  • Work with business leaders to create right solutions

  • Participate equally on project by being responsible for end results as any other team member

  • Do not manage from afar - DIG IN!


Mitigate 3 errors

Mitigate 3 Errors

  • Winging It

  • Antagonism

  • Ball Drop


Keys to success

Keys to Success

  • Best Practices

  • Measures (KPIs)

  • Analysis

  • Costs


Chrysler example

Chrysler Example

  • Reengineering Finance Department

  • Steps to form a team:

    • Established Objectives

    • Create Change Migration Plan

    • Employed Steering Committee Team

    • Created Change Model


Chrysler example change model

Chrysler Example: Change Model

  • Internal (Burning)

  • External (Yearning)

  • Sharing (Churning)

  • Training (Learning)

  • Implementation (Turning)

  • Evaluation (Returning)


Modified hr model

Modified HR Model

  • Streamline HRM

  • Benefits:

    • Heightened respect

    • Pay more attention to employees

    • Free up resources


Change management

Change Management

  • Manage change efforts

  • Integrate HRD into CM


Hrd needs

HRD Needs

  • Competencies

  • Data Analysis


Hrd landscape

HRD Landscape


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