【2018年整理】美世-HR如何成为一个战略业务伙伴.pptVIP

HR’s New Role Becoming a Strategic Business Partner November 2005 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 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 Creating Knowledge HR Transformation and the Evolution of the HR Business Partner Concept The Promise of HR Transformation Substantial cost savings through the automation and outsourcing of routine transactional work and the creation of shared services More complete, accurate, and useful information management through the creation of comprehensive, all-encompassing databases and HRIS systems Enhanced accessibility and self-service through 24/7 online and call center support for routine operations Uniform policy application across locations due to centralization of decision-making in shared systems Enhanced capabilities through centers of excellence for non-routine work Freed from the routine work, a new role for HR generalists as strategic business partners From Personnel to Business Partner Evolution of Organization Development Ulrich’s Human Resource Champions (1997) Four Roles for HR Administrative Expert Employee Champion Change Agent Strategic Partner Examples of Critical CapabilitiesFrom Ulrich’s Human Resource Champions Align performance measures to strategic priorities Attract and retain high-caliber people Be the technology leader in the field Create a shared mindset Cr