itu regional workshop on strategic hr management cairo egypt 13 17 april 2008 l.
Download
Skip this Video
Download Presentation
ITU Regional Workshop on “Strategic HR Management ” Cairo Egypt 13 -17 April 2008

Loading in 2 Seconds...

play fullscreen
1 / 29

ITU Regional Workshop on “Strategic HR Management ” Cairo Egypt 13 -17 April 2008 - PowerPoint PPT Presentation


  • 145 Views
  • Uploaded on

Transforming HR: Global Trends and Emerging Practices. ITU Regional Workshop on “Strategic HR Management ” Cairo Egypt 13 -17 April 2008. Lecture 2. HR as Change Manager. HR as change agent in close cooperation (being a part of the solution and not the problem)

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about 'ITU Regional Workshop on “Strategic HR Management ” Cairo Egypt 13 -17 April 2008' - evonne


Download Now An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
itu regional workshop on strategic hr management cairo egypt 13 17 april 2008

Transforming HR: Global Trends and Emerging Practices

ITU Regional Workshop on “Strategic HR Management”

Cairo Egypt 13 -17 April 2008

Lecture 2

hr as change manager
HR as Change Manager
  • HR as change agent in close cooperation (being a part of the solution and not the problem)
  • Identifying behaviors and values that support change in line with new corporate goals and challenges meeting market and owners requirement
  • Motivate, Implementing new rules and procedures that reinforce and reward desired behaviors
  • Implementing effective communication strategies to influence acceptance of change, and build a new culture in the organisation
hr as change manager3
HR as Change Manager
  • Driving Cultural and Behavioral Change in the organisation was found to be the second Top HR Challenge by respondents to a Mercer Survey
  • HR is responsible for creating an environment where people want to come to work, contribute while they are there, and stay long enough to make a difference.
  • The Challenge for organisations, be they commercial, or regulatory, is to become an employer of choice.Establishing an Employer of choice Status is HR’s responsibility. Implementing new rules and procedures that reinforce and reward desired behaviors
  • HR must help create a Corporate culture that is the dramatic force behind being employer of choice.
discuss successful change
Discuss Successful Change
  • What are the desired behaviours
  • What demands to become the employer of choice
  • How to combine these
  • Exemplify
role of strategic hr

Leadership

Redefine leadership,

and demand it of

every employee.

Role of Strategic HR

Communication

Make sure that your

line managers think effective

communication.

Diversity

Move your organization

beyond “intellectual

diversity.”

Succession

Planning

Build your

leadership

pipeline.

Employee

Involvement

Capture a bigger

portion of the

employee

mindshare.

Measurement

Focus on meaningful

Measures

KPI.

PRIORITIES FOR HR EXECUTIVES OVER THE NEXT YEARS

Capacity building

Ensure your organizational

capacity exceeds the

rate of change.

Employment

Branding

Create a brand for

your organization in

the labour market.

the mercer transformation study 2006
The Mercer Transformation Study, 2006

How HR sees itself vis a vis the business

the top human capital challenges9
The Top Human Capital Challenges

The Top Three HR Challenges, show that transformation is clearly on the Agenda of HR Executives in Europe

observation
Observation
  • The major challenges for HR are evidently linked to transformational issues and human capital strategy
  • Matters of processes, technology and administration are becoming less and less of a challenge to HR
  • The verdict? HR is moving up the business value chain
hr as a strategic partner
HR as a Strategic Partner

What Convinces you that HR is a Strategic Partner?

% ofParticipants

hr as a strategic partner19
HR as a Strategic Partner

What Convinces you that HR is a Strategic Partner?

% ofParticipants

role of hr
Role of HR
  • Understanding Business and driving Change are coming up as top Symbols of a partner role for HR.
  • There is a clear set of Expectations of a different role for HR within the New Environment (include sustainability).
  • But what exactly does HR do?
where does hr spends its time23
Where does HR spends ITS Time?
  • So 40% of HR Time is still spent on Transactional and Compliance related activities, while only 15% time spent on strategic partnering.
challenges for hr
Challenges for HR
  • HR still very strong in its traditional functional areas and has adequate Skills here.
  • The biggest Barrier to HR playing the new role is the Skills Barrier (not business and strategy related).
  • But needs to acquire a new set of competencies to be able to adequately play the Business partner role.
new skills competencies required
New Skills/Competencies Required
  • Ability to Improve Customer Service (care)
  • Process and Manage Projects (efficiently used)
  • Technology Deployment (tech change)
  • Business Understanding (survival-sustainable)
  • Financial Understanding (Wacc)
critical issues
Critical issues
  • Where is your organization, is change necessary or not?
  • Who is your competitor ?
  • Do your staff fear changes ?
  • Why do you have the best knowledge – and do not need to change ?
  • What is the worst thing that can happen to your staff
  • Be realistic and honest – values (transperency)
ad