HR transformation
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Transcript of HR transformation
why should we transform HR?
laurence vanheechief happiness officer
amsterdam 8/11/2012
Human Resources Director
What my boss thinks I do
What my friends think I do
What my mum thinks I do
What the Society thinks I do
What I think I do What I really do
"The core duties of the HR director are simple:1. run the HR function2. be an equal member of the management team
and ask insightful questions3. bringing emotional intelligence to the board4. be a confidante to the CEO5. simplify business complexity
They are not there to represent a single function in the business.”
Nick Holley director of the centre for HR Excellence
Henley Business School(http://www.hrmagazine.co.uk)
who feels like a number?
any heads of personnel?
who feels like a resource?
any human resources managers?
who feels like a part of
a human capital?
any human capital directors?
“HR departments concerned about transforming themselves are missing the point of focusing on people strategy. Their transformation is driven by the need of the HR department rather than the need of their organisation”
Nick Holley director of the Centre for HR Excellence
Henley Business School(http://www.hrmagazine.co.uk)
what happened @mysexyworkplace?
(Belgian Ministry of Social Security)
HR management of Belgian Public
sector is (suuuuper)
heavy
from old fashioned HR
to agile HR
HR
1. transform inside HR
develop a smb spirit
happy team
HR department’s mission
Administrative expertOptimising all processes, tools and policies guaranting the effeciency of the human resources management
People InvestmentBeing a reliable support for all FPS’s employees concerning their HR issues through a profesionnal and empathic approach. Translating HR stratgey into yearly plans (recruitemnt, training, com’, ..)
Business partnerActing as a business partner for all internal stakeholders (Employees Management, Group) in the achievement of their objectives
Talent & OrganisationSupporting the organisation in its evolution in terms of culture, structure and organisation through optimising the human patrimony of the company and emphasizing the values
LT
ST
Process oriented
People oriented
inspired by Ulrich – HR champion
HR department’s mission
Administrative expert
People Investment
Business partner Talent & OrganisationLT
ST
Process oriented
People orientedme
inspired by Ulrich – HR champion
welcome pack – induction program - mobility plan - logistics - compliance- Job description - administration– payroll- Data management – KPI – consulting –distinction – appraisal (ind : team) –
e-tools – training plan – diversity – well being– staffing plan – budget monitoring – recruitment – selection – promotion –HR stratgey - Community Manager - Process Management – CSR – communication - 2.0 – values –employees events –Coaches P&O – Correspondants P&O –
relationships with unions - exit interview
StaffGood
performers
Lower performe
rsHipoExpertsLoyal+
75% 5%5%10%5%
Talent mgt - Talent Avenue - Promotions – Talent+ prepare to retirement
Networking - Wiki’s - Articles- Communautés
Vitruvius – Leadership trajects (IFA & POM) - Intervision
- MentoringKnowledge mgt - Junior/Senior
working from home
action plan
HR = world champion to build rube goldberg machines
burn the rube goldberg machine
Keep itSexySimple Straight-2-the-.Sustainable
think time-to-market
always focus on evidence based management
(EBM)
saas
* not used so far in Ministry of Social Security, used @ IBA
*
94% HR staff happy to work 90% HR staff proud to work
-15% HR staff + 20% productivity
62K€ budget for 1200 employees27k€ of global HR budget (incl. flu vaccines)
82,7% colleagues satisfied with HR services
2. transform the organisation
freedom + responsibility
happiness + p€rformance=
change the work environment
i decide
i live & work
where when how
my team sets objectives
ambitious aligned shared
my leader is a facilitator
quantity & quality & attitude
6 desks to 10 peopleno personal desk
92% of the staff entitled to work from home69% working from home, up to 3 d/w
9mi€ renting costs saved / year- 50% energy & maintenance costs
- 80% phone & printing costs
introduce HRM 2.0
2018?
2.0
yammer = freemium = 0 €60% staff on Yammer15% staff on Twitter
byod taskforce2.0 recruitment
no policy (train & trust)think cloud, SaaS
build a new generation of leaders
don’t motivate.
trust.
love.
don’t manage.
don’t think.
Think green.
don’t work.
fun. have
don’t complain.
innovate.
who wants to be happy @ work?
happiness at work
#myenergy
talent+
happy job
mindfullness
satisfaction surveys
team appraisal
individual appraisal
180° leadership survey
+20% productivity with -10% staff
+500% spontaneous applications
-25% attrition rate
39% women in top functions
39% staff 50 to 59 year old
3. transform beyond the organisation
ISO 26000 & GRI dreamteam
happy PO diasbled person
president
strategic affairs
social tax inspection
consultant
thanks toPeopleSphere, SD Worx, Berenschot
www.club35.be
thanks toPeopleSphere, SD Worx, Berenschot, LinkedIn
www.talentavenue.be
Club35 : 650+ members, 120 organisations, opinion
maker
Talent Avenue : worldwide pioneer, launch on 12.12.12
ISO26000 : Belgium is the 1st country worldwide to
assess the concept (one out of 4 pilotes), nominated as
best GRI report
why should we transform HR?
freedom + responsibility
happiness + p€rformance=
happiness at work
• disengagement costs 300M$/y to USA *• unhappy employee = 2 x sick *• unhappy employee = 6 x absent **• unhappy employee = 0,45 x creative **
• happy employee = 9 x loyal *• happy employee = 3,9 x growth of earning/ share *
(sources : * gallup, **theresa amabile, )
happy
employees
leaderscustomers
shareholders stakeholders
I’m chief happiness officer
#happyHR
La charte / Die Keure – Feb 2013
www.linkedin.com/in/laurencevanhee
www.missphilomene.com@Happy_Laurence