战略人力资源计分卡创建组织能力与价值PPT格式课件下载.ppt
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战略人力资源计分卡创建组织能力与价值PPT格式课件下载.ppt
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Methods30MinutesIV.HRValueProposition15MinutesV.LessonsLearned15MinutesVI.Questions&
Answers10MinutesVII.PresenterBiographies3SaratogaBackgroundEightMadison-areaorganizationsworkedonaStrategicHRMeasurementandDevelopmentprojectwithexecutivesintheirrespectiveorganizationsTodaywewillusetheexperiencesfromthatprojecttodiscusslaunchingandmanagingaStrategicHRscorecard,covering:
Howtheprojectwasconceived,formedandexecutedKeyconceptsfrominitialGMASHRMpresentationMethodologiesandtoolsusedintheprojectParticipantreactionsandkeypointstosharewithpeersLessonslearned4SaratogaBackgroundProjectDevelopmentTheStrategicHRMeasurementandDevelopmentprojectbeganwithaGMA-SHRMpresentationonhumancapitalmeasurementConcurrently,alocalHumanCapitalAlliance(HCA)wasestablishedwiththecharterofbetterunderstandingstrategicHRmetricsAfterfurtherdiscussions,afewkeyHCAmembersagreedtobecomeSteeringCommitteememberstolaunchtheStrategicHRMeasurementandDevelopmentinitiativeAnorientationsessionwasheldtogaininterestandcommitmentofadditionalparticipantsThreeworkshopsweredesignedandexecutedoverathreemonthperiodinearly20065SaratogaBackgroundMulti-ClientChallengesCompanyXResultsIndustryBenchmarks“Target”25PercentileMedian75thpercentileHRHeadcountRatio122:
160:
192:
1111:
1MedianHRExpenseperFTE$1,359$1,253$1,610$2,211MedianHRLaborCostperHRFTE$91,028$66,180$80,143$92,288MedianVariedmetricsthatareimportanttoeachorganizationDifferingstrategiesandpeopledriversMultipleperspectivesontargetsettingandadditionallayersofintendedaudiences6SaratogaBackgroundLineofSight:
StrategytoMetricDevelopanimbleworkforcewithreachDevelopasuccessionplanforsustainableworkforceBecomeanEmployerofChoiceandimproveemployerreputationMetricsRevenueperFTEPoorQualityHireRateHumanCapitalROIVoluntarySeparationRateCompaRatioAverageTenurePeopleDriversBusinessStrategiesIncreaseWorkerProductivityDriveWorldClassHiringPracticesAlignWorkforceToGoalsDeveloptheLeadersoftheFutureInvestinEmployeeTrainingControlExpensesEngageEmployeesPayEmployeesAppropriatelyDevelopCultureBenchStrengthTrainingCostFactorLaborCostAsaPercentofRevenuePeopleStrategiesToMeetRequirementGrowtheBusinessImproveProfitabilityGreaterMarketAgilityandResponsiveness7SaratogaBackgroundGMASHRMPresentation:
TheRoleofHRMeasurementProvideacommonlanguageto:
Developworkingrelationshipsw/businesspartnersSetexpectationsCommunicateresultsProvideanobjectivemeansto:
CommunicatefinancialimpactofinvestmentsorganizationshumancapitalQuantifyreturnoninvestmentsintheHumanResourcesfunctionProvidecomparisons:
OvertimeBestpracticesinternallyGivesanideaofwhatisandwhatmaynotbepossibleforyourorganization8SaratogaBackgroundGMASHRMPresentation:
TheBenefitsofEffectiveHRMeasurementEnablesHRtoaddresswaystodeliverservicesthatarebetter,smarter,faster,cheaperProvidesdetailsexecutiveswanttoknowonwhereyoustandrelativetopeergroupAllowsHRtogainsupportforstrategicvalue-addedservices(successionplanning,performancemanagement,leadershipdevelopmentetc.)Helpstoalignprioritiesandresourcestodirectlysupportthecompanysever-changingbusinessinitiatives&
workforcerequirements9SaratogaBackgroundGMASHRMPresentation:
OptimizingHRsRoleOptimalHROrganizationPerformanceRequiresStrategicAlignmentConfiguringHRtodeliverhighvalueservices,practicesandprogramsthatmeetbusinessandhumancapitalneedsHRServiceDeliveryStrategyPracticesServicesProgramsHumanCapitalStrategyBusinessObjectivesPrioritizesSupportsDrivesExecutesWhereHRfocusesamajorityofitseffort10SaratogaTalentOptimizationWorkforceWorkforceEngagementEngagementWorkforceAnalyticsWorkforceAnalyticsHRServiceDeliveryEffectivenessHRCustomerHRCustomerSatisfactionSatisfactionProcessEfficiency&
ProcessEfficiency&
CostEffectivenessCostEffectivenessSurveyMetricsHRProgramEffectivenessProgramSatisfactionProgramSatisfactionTotalProgramCostsTotalProgramCostsBylinkingopinionstooutcomeswecanidentifytheleadingindicatorstofutureoutcomesBackgroundGMASHRMPresentation:
DecisionGuidanceModel11SaratogaWorkforceWorkforceWorkforceEngagementEngagementSurveyWorkforceWorkforceAnalyticsAnalyticsMetricsTurnoverdriversinourorganizationareSupervisorOpportunityCompensationVoluntaryturnoverinourorganizationis22%Andcostsus$17MBackgroundGMASHRMPresentation:
DecisionGuidanceModel12SaratogaWorkforceProcessEfficiencyP
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- 关 键 词:
- 战略 人力资源 计分 创建 组织 能力 价值