HR 2.0

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Information about HR 2.0

Published on December 4, 2007

Author: apollomemories

Source: slideshare.net

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HR 2.0 presentation at UKOUG December 2007

Introducing HR 2.0 - Scott McArthur

“ Neither of HR’s main clients – business managers and end users – are particularly satisfied with HR transformation; across those two groups, only 38% and 42% , respectively, are classified as satisfied or very satisfied ” HR Transformation - Myth or Reality

“ Neither of HR’s main clients – business managers and end users – are particularly satisfied with HR transformation; across those two groups, only 38% and 42% , respectively, are classified as satisfied or very satisfied ”

The barriers to HR success post “transformation” Insufficient competencies and skills of HR business partners Insufficient process harmonization and transparency Insufficient management support Poor governance of the new service delivery model Insufficient service level with regard to externalized admin services Poor contract and service level agreements Insufficient language coverage at the shared services centre Inappropriate service hours in the shared services centre HRO 2007

Insufficient competencies and skills of HR business partners

Insufficient process harmonization and transparency

Insufficient management support

Poor governance of the new service delivery model

Insufficient service level with regard to externalized admin services

Poor contract and service level agreements

Insufficient language coverage at the shared services centre

Inappropriate service hours in the shared services centre

“ After close to 20 years of hopeful rhetoric about becoming "strategic partners" with a "seat at the table" where the business decisions that matter are made, most human-resources professionals aren't nearly there. They have no seat, and the table is locked inside a conference room to which they have no key. HR people are, for most practical purposes, neither strategic nor leaders” Fast Company

“ After close to 20 years of hopeful rhetoric about becoming "strategic partners" with a "seat at the table" where the business decisions that matter are made, most human-resources professionals aren't nearly there. They have no seat, and the table is locked inside a conference room to which they have no key. HR people are, for most practical purposes, neither strategic nor leaders”

The Business Delusion?

HR Route Map……?

“ I do not know what strategic or tactical HR means...but I do know what an expensive HR function must do for its living. The primary role for HR should be raise the maturity level of People processes in an organization. These levels are clearly defined in the People CMM framework. Most organizations (even those claiming to be doing strategic HR) are normally between level 1 and 2” CEO and CIO at Technology for Business Solutions McArthur’s Rant

“ I do not know what strategic or tactical HR means...but I do know what an expensive HR function must do for its living. The primary role for HR should be raise the maturity level of People processes in an organization. These levels are clearly defined in the People CMM framework. Most organizations (even those claiming to be doing strategic HR) are normally between level 1 and 2” CEO and CIO at Technology for Business Solutions

HR…must create value for four groups: They need to foster competence and commitment among employees Develop the capabilities that allow managers to execute on strategy Help build relationships with customers Create confidence among investors in the future value of the firm Fast Company

They need to foster competence and commitment among employees

Develop the capabilities that allow managers to execute on strategy

Help build relationships with customers

Create confidence among investors in the future value of the firm

 

… and finally “ HR is in perpetual beta and technologists have to realise that one size will never fit all” “ It is not the strongest of the species that survives, nor the most intelligent, but those most responsive to change ” Darwin “… the key to successful working in the future will be agility – the ability to respond quickly to changing needs” * … and this represents HR 2.0 * 'Tomorrow's People - Managing talent in a diverse world' ,

“ HR is in perpetual beta and technologists have to realise that one size will never fit all”

“ It is not the strongest of the species that survives, nor the most intelligent, but those most responsive to change ” Darwin

“… the key to successful working in the future will be agility – the ability to respond quickly to changing needs” *

… and this represents HR 2.0

Keeping in touch Scott McArthur +447891 363 800 Blog – www.mcarthursrant.blogspot.com

Scott McArthur

+447891 363 800

Blog – www.mcarthursrant.blogspot.com

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