HRs Role le in in Achie hieving ving th the Business iness Str - - PowerPoint PPT Presentation

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HRs Role le in in Achie hieving ving th the Business iness Str - - PowerPoint PPT Presentation

Feb 07, 2023 264 likes •737 views

HRs Role le in in Achie hieving ving th the Business iness Str trategy ategy through Organizational Capability, Hiring and Onboarding Hello! Cindy Beresh-Bryant President - HR Solutions by Design HRCindy@twitter.com I ride horses

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HR’s Role le in in Achie hieving ving th the Business iness Str trategy ategy

through Organizational Capability, Hiring and Onboarding

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I ride horses and would rather be in the barn than shopping. Cindy Beresh-Bryant President - HR Solutions by Design HRCindy@twitter.com

Hello!

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Culture eats strategy for lunch

~ Peter Drucker

“ “

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The Impact of OC on Business Strategy

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Leadership

Articulating an inspiring vision and setting the direction of the
  • rganization

Strategy

The mission & vision. Conducting a SWOT analysis, developing a business strategy with action plans & objectives.

OC

How Things Get Done Around Here

3 Leadership Elements for Success

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OC as a Competitive Advantage

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OC as a Competitive Advantage

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OC as a Competitive Advantage

Actions Mission Purpose “Fit” Same guidelines @ work & home Vision Core Values Organizational Culture Value on employee = value on customers Valued as a person Results are a bi- product of OC Employee Needs
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Synergizing OC, the Biz Strategy and HR

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Who We Are, Our Purpose & Our Strategy

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Your OC Roadmap

Evaluate Your Current OC List Your Stated Core Values
  • 1. __________________
  • 2. __________________
  • 3. __________________

1

Define the philosophies behind those values (how do you expect employees to behave to “live” those values?)
  • 1. __________________
  • 2. __________________

2

Identify the actions/behaviors traits/characteristics that get people hired/fired/rewarded
  • 1. __________________
  • 2. __________________
  • 3. __________________

3

Clarify Strategic Priorities & Goals Ideally 3-5 business priorities/goals expected to be achieved in the next 1-3 years.

6

Explain your Organization’s Purpose, Mission & Vision Purpose is NOT profit! This should answer the question “what difference does my
  • rganization make?

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Do the actions noted in block 3 support your espoused values? Are the things you say you value the things that get rewarded? Yes No

4

Current State: effective ineffective

cindy@hrsolutionsbydesign.com

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Your OC Roadmap

Maintain a management system for your OC Include values, philosophies and action reviews in meetings

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List important values that aren’t supported by your organization’s current actions (policies, procedures, programs, etc.)
  • 1. __________________
  • 2. __________________

7

Identify obstacles keeping your
  • rganization from
living your stated values & philosophies
  • 1. _________________
  • 2. _________________

8

Clarify & track key measures What’s a highly visible, unifying metric
  • 1. __________________
  • 2. __________________

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Engage the team to establish the philosophies needed to support those values
  • 1. __________________
  • 2. __________________
  • 3. __________________

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Live your OC by building your HR infrastructure around your values & philosophies Conduct periodic OC assessments

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Current State: effective ineffective

cindy@hrsolutionsbydesign.com

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Understanding Your Organization’s Business Strategy

The business strategy is concerned with major resource issues e.g. raising the finance to build a new plant; deciding on what products to allocate major resources to - for example when Coca-Cola launched Pooh Roo Juice in UK.

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Understanding Your Organization’s Business Strategy

Strategies are concerned with the scope of a business' activities i.e. what and where they produce. For example, BIC's scope is focused on three main product areas - lighters, pens, and razors, and they have developed superfactories in key geographical locations to produce these items.

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Your OC/Biz Strategic Scorecard

Desir sired Busin siness s Resu sult lts (Tangible Results – often expressed in terms
  • f time and money)

cindy@hrsolutionsbydesign.com

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Building an HR Strategy to Support Achievement

  • f the Business Strategy

HR strategy means a system of human resource practices for a particular job or collection of jobs aimed at the best employee performance possible to meet the firm’s ultimate goals. HR strategy emphasizes the system of HR practices, because it is the broad array of practices that matter in terms of employee performance— not individual tests, recruiting or interview techniques, for example.

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Building an HR Strategy to Support Achievement

  • f the Business Strategy
Source: SHRM Foundation Effective Practice Guidelines series HR Strategy Biz Strategy
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Your OC/Biz Scorecard

Desir sired Busin siness s Resu sult lts (Tangible Results – often expressed in terms
  • f time and money)
Actions (Specific tangible, observable actions that are indicative of our OC)

cindy@hrsolutionsbydesign.com

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Your OC/Biz Scorecard

Desir sired Busin siness s Resu sult lts (Tangible Results – often expressed in terms
  • f time and money)
Actions (Specific tangible, observable actions that are indicative of our OC) Obstacle acles/ s/Blo locke ckers (What may be getting in the way – Formal or informal rules, habits, incentives, procedures, routines, etc.)

cindy@hrsolutionsbydesign.com

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Using OC and HR as a Competitive Advantage

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What CEOs want from Strategic HR Leaders

  • 1. Match talent resources

with company strategy

  • 2. Help attract best and

brightest

  • 3. Deliver excellence in
  • nboarding process
  • 4. Focus on employee

engagement

Source: Entrepreneur Magazine – January 2016
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What CEO’s Want: HR’s Opportunity to be a Strategic Partner

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Why they Want it: OC = Engagement = Business Results

Towers Watson – Perspectives 2012
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Why they want it: OC = Engagement = Business Results

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How they get it: HR’s Opportunity to be a Strategic Partner

31.5 68.5 Employee Engagement Engaged Not Engaged Deloitte University Press
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How they get it: HR’s Opportunity to be a Strategic Partner

HR Strategy Policies & Programs Workforce Analysis Planning & Metrics Workforce Planning Metrics

Goals Actions & Behaviors Competencies

Talent Management Total Compensation Performance Management Employee/Labor Relations Learning Plan Career Paths Career Development Position Management Talent Acquisition On-Boarding Acquire Develop Sustain Organizational Culture Organizational Culture Attract Sustain Engage Off Boarding Retirement Pensions Separation
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Building Organizational Capability

A systematic approach to ensure the transfer of critical institution knowledge and the availability of effective, inspiring leaders for the future.

  • Build a pipeline
  • Develop successors
  • Identify top talent and potential positions
  • Concentrate resources on development
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Building Organizational Capability

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Linking Strategic, Succession & Workforce Planning

  • Reiterate desired OC
  • Communicate strategic

direction

  • Develop a business case to

dedicate resources to the process

  • Gain senior leadership buy-in
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Gaps, Targets and Talent

  • Prioritize resources needed

to build the talent pool

  • Identify number of leaders

needed in the future

  • Review desired OC
  • Identify core competencies

required

  • Identify KSAs needed
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Gaps, Targets and Talent

  • Mission critical

leadership/mid-level positions

  • Future talent needs
  • “Real” continuity needs
  • Business plan based on

needs

  • Assess current policies
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Develop the Succession Plan

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Talent Acquisition & Retention - Normal

Today, many HR practitioners hire based on candidates’ knowledge, skills and abilities, education and experience. But… when employees are separated, it is MOST often due to an OC miss-fit.
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Taking a Strategic Approach – Let’s be Abnormal!

Hire for OC – values and philosophies, attitude, approach, behavioral competences, communication and leadership style.

  • Co. Marketing

& Branding

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Hiring for OC

2 Step Hiring Process:

  • 1. Skills Interview – Do they have the

expertise you need, including KSAs

  • 2. OC Interview – Are they a fit for your
  • rganization?

Hire for what can’t be taught – Values & Philosophies

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Hiring for OC

Questions for OC

  • 1. CS - What does great customer service mean to you?

In your last job, how did you know if your customer was satisfied?

  • 2. Innovation - Did you ever have unpopular or minority

view point and if so, did you stand up for it? What happened?

  • 3. Team - What’s the biggest challenge you faced

working in a team environment? How did you handle it?

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Strategic Onboarding

Hire for OC – values and philosophies, attitude, approach, behavioral competences, communication and leadership style.

  • Co. Marketing

& Branding

HR needs to “own” the onboarding process to set the stage for high performance.

  • Share company history
  • Share OC
  • Give examples of how the OC is “lived”

everyday

  • Set up meetings with key leaders
  • Create common language and shared

experiences

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Strategic Talent Engagement & Development

Hire for OC – values and philosophies, attitude, approach, behavioral competences, communication and leadership style.

  • Co. Marketing

& Branding

Based on the desired OC and strategic business plan objectives, create a talent engagement & development plan to:

  • Coach leaders
  • Provide feedback
  • Engage other functional leaders
  • Build business acumen
  • Integrate HR processes with a focus

toward achieving the strategic plan

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Our Strategic HR Roadmap

Do you have a well defined vision for OC as a competitive advantage? Yes No

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If no, work with your leadership team to identify values and philosophies for the OC.

2

What is the 3-5 year business strategy for your organization?
  • 1. __________________
  • 2. __________________
  • 3. __________________

3

Is an onboarding process in place that emphasizes The OC Equation™ as a competitive advantage to achieve the strategic business plan? Yes No

5

Does your HR Strategic Plan have provisions to use OC as a competitive advantage to acquire, engage and retain talent and achieve the strategic plan? Yes No

4

Where do gaps exist between the business strategic plan and the HR strategic plan?
  • 1. __________________
  • 2. __________________
  • 3. __________________

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cindy@hrsolutionsbydesign.com

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1. Identify the effectiveness the 3 leadership elements of success 2. Conduct an OC assessment 3. Identify the OC needed to create a strategic competitive advantage 4. Align the HR Strategy with the desired OC and business strategy 5. Ensure succession planning, hiring and onboarding processes are in place to achieve the business strategic plan

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Cindy dy Beresh esh-Brya Bryant nt, , SPHR, R, SHRM RM-SCP SCP, , RCC Phone: 931-698-9958 Email: cindy@hrsolutionsbydesign.com Twitter: @HRCindy Blog: HRSolutionsbydesign/blog Contac tact t Informat

  • rmation

ion

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Thank You