High impact HR - Manu Melwin Joy
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The document discusses achieving high-impact HR through a new maturity level that emphasizes optimization beyond traditional models focused on efficiency and cost reduction. Key principles include aligning HR with business imperatives, demonstrating agility, and integrating external factors into HR operations. The document outlines six steps to adapt the high-impact HR operating model using established tools and frameworks for transformation.
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High impact HR - Manu Melwin Joy
- 2. Prepared By Manu Melwin Joy Assistant Professor SCMS School of Technology and Management Kerala, India. Phone – 9744551114 Mail – [email protected] Kindly restrict the use of slides for personal purpose. Please seek permission to reproduce the same in public forms and presentations.
- 3. High Impact HR • Achieving High- Impact HR requires a shift to a new level of maturity.
- 4. High Impact HR • Traditional models that focus on service delivery efficiency and cost reduction are important, but now we must move further – from “rationalization” to “optimization” of the entire HR function.
- 6. Critical principles • It is about the business. – Business imperatives and insights about the workforce have to guide how HR operates, not the other way around
- 8. Critical principles • Nimble is key. – When HR demonstrates agility, flexibility, and coordination, it unlocks high business performance throughout the organization
- 10. Critical principles • Beyond the organization. – Industry and social networks, organization’s customers, and the external market must be integrated within how HR operates.
- 12. HRBP • External Business Customers and their needs should influence the talent an organization hires and the top areas of focus in employee and leader development.
- 14. HRBP • HR Customers include a wide variety of roles – both internal and external to the organization – and are placed at the center of the model where they should be as the focal point for delivery of HR capabilities.
- 16. Six steps toward the High-Impact HR Operating Model • Adapting the model to an organization follows six steps, shown in Figure. By using a set of well-established tools and frameworks developed and applied across many complex enterprises around the globe, an HR organization can guide and accelerate its journey to achieving the High-Impact HR Operating Model. These form a powerful foundation upon which to build the transformation priorities, roadmap, and business case.