HR如何成为一个战略业务伙伴.ppt

* HR’s New Role Becoming a Strategic Business Partner November 2005 ODN National Conference Minneapolis Mercer Delta Consulting Overview Brief Description Of Mercer Delta Consulting (MDC) HR Transformation and the Evolution of the HR Business Partner Concept What It Takes to Be An Effective HR Business Partner Using Diagnosis to Transform Relationships and Opportunities Staying Focused on Issues that Matter to the Business Delivering Changes That Make a Real Difference Some Examples of Doing It Well Next Steps Mercer Delta Consulting Mercer Delta Clients Executive leadership at the public-company/enterprise level Includes CEOs, COOs, Executive Teams, and Boards Relationships extend out into the organization $1 billion+ enterprises and smaller high-growth companies Recognizing the need for change Aware of own limitations Looking for assistance Illustrative Client Companies s Mercer Delta Consulting Creating Knowledge HR Transformation and the Evolution of the HR Business Partner Concept Mercer Delta Consulting Evolution of Organization Development Approximate Dates Key BusinessIssues OD Role Title for Role 1940s-1960s Coordination Productivity Motivation Surveys STS/Work Design Team-Building OD 1970s International Competition Quality Quality 1980s-1990s Cost-Cutting Survival Efficiency Work-Out Reengineering Enterprise IT Systems Balanced Scorecard Change Management Reengineering 2000 Globalization Innovation Reinvention Create New Capabilities Organization Architecture OE Mercer Delta Consulting Ulrich’s Human Resource Champions (1997) Four Roles for HR Administrative Expert Employee Champion Change Agent Strategic Partner “When HR professionals work as strategic partners, they work with line managers to institute and manage a process that creates an organization to meet business requirements.” Mercer Delta Consulting Examples of Critical CapabilitiesFrom Ulrich’s Human Resource Champions Align performance measures to strategic priorities Attract and retain h