Driving HR Operational Excellence Seminar

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National HRD Network

Business Technologie

Driving Operational Excellence NHRD Seminar on HR Value Proposition 20 May 2011

Why is ‘Operational Excellence’ so important? Best in Class HR Deliver High Quality HR Services at Lowest Cost Design and Develop HR Programs Support Business Requirements HR Operational Excellence

The HR Operating Model HR BUSINESS PARTNERS Embedded HR Business Leaders Highly skilled, expert Centres of Excellence GLOBAL CENTRES OF EXCELLENCE “Joined up” Generalist, Transactional & Specialist shared services HR SHARED SERVICES Deliver value-added HR support on what is strategic and provide low-cost yet effective HR services for operational activities

HR Business Partnership Prime interface with line management Drive HR initiatives to enhance business unit’s performance Develop People Capability in the business Employee Relations

HR Centers of Excellence Specialized expertise and knowledge Learning & Development Performance Management ,[object Object]

On-boarding & Exit Processes,[object Object]

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Driving HR Operational Excellence Seminar

1. Driving Operational Excellence NHRD Seminar on HR Value Proposition 20 May 2011

2. Why is ‘Operational Excellence’ so important? Best in Class HR Deliver High Quality HR Services at Lowest Cost Design and Develop HR Programs Support Business Requirements HR Operational Excellence

3. The HR Operating Model HR BUSINESS PARTNERS Embedded HR Business Leaders Highly skilled, expert Centres of Excellence GLOBAL CENTRES OF EXCELLENCE “Joined up” Generalist, Transactional & Specialist shared services HR SHARED SERVICES Deliver value-added HR support on what is strategic and provide low-cost yet effective HR services for operational activities

4. HR Business Partnership Prime interface with line management Drive HR initiatives to enhance business unit’s performance Develop People Capability in the business Employee Relations

8. Leadership Bench Strength

9. Internal Hire Ratio

10. Employee Retention

11. Resignation to Joining TAT

12. Quality of Hire

13. Learning & Development

14. Investment in L&D as % of Total revenue

15. Cost of Human Capital

16. Employee Cost as % of Total revenue

17.