Transformation Of HR at AgustaWestland-Philadelphia

THE TRANSFORMATION OF HUMAN RESOURCES ,[object Object],[object Object]

EMERGING ROLE OF HR IN ORGANIZATIONS ,[object Object],[object Object],[object Object],[object Object]

Paradox: The Emerging Role of HR Is Not About HR ,[object Object],[object Object],[object Object]

EVOLUTION OF HR FUNCTION ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],HR as Strategic Business Partner HR Service & Program Excellence The Old HR

HR as a Business Partner Model* *Source: David Ulrich, Renowned HR Expert

CHANGE IN HR FUNCTION ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

“ People are our most important resource” ,[object Object],[object Object]

Example of Seeing Trends: Workforce ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

“ Connecting the Dots” between the Business Strategy & HR Business Strategy People Strategy HR Organization HR Strategy and Plan HR Capabilities ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],HR Metrics ,[object Object]

3 KEY QUESTIONS FOR HR TO ASK & ANSWER ,[object Object],[object Object],[object Object]

Other Key Questions for HR to Ask & Answer How do people create the most value in our business? How does HR spending translate into business performance? How can people be a source of competitive advantage? What is our contribution to business outcomes? What HR operating model will deliver highest value for least cost?

Competitive Advantage ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Strategic Human Resources Management ,[object Object],[object Object]

Organizational Culture ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Culture ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Culture - Internally ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Culture - Externally ,[object Object],[object Object],[object Object],[object Object]

The Health of a Culture ,[object Object],[object Object]

6 Measures of HR Effectiveness ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Some Key Lessons Learned about Metrics ,[object Object],[object Object],[object Object],[object Object]

To Fulfill the People Business Mandate HR Needs… ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

SEVEN CRITICAL HR COMPETENCIES ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Business Success ,[object Object]

People Business Strategy: A Business Outcomes Approach ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Key Features of the Competitive Business Environment ,[object Object],[object Object],[object Object],[object Object],[object Object]

Competitive Strategies ,[object Object],[object Object],[object Object],[object Object],[object Object]

HR Management Requirements of Competitive Strategies ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

HR Management Requirements of Competitive Strategies ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Business Trends and Human Resources Competencies ,[object Object],[object Object],[object Object],[object Object],[object Object]

The Link Between Productivity and Profitability ,[object Object],[object Object],[object Object],[object Object],[object Object]

Evolving Changes in Organizations ,[object Object],[object Object],[object Object],[object Object]

The Implications of Organizational Culture for Staffing Decisions ,[object Object],[object Object],[object Object],[object Object]

New HR - Competencies ,[object Object],[object Object],[object Object],[object Object],[object Object]

HR’s New Capability Requirements ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

The Role of HR 82 54 55 A trusted advisor and key player in helping organization achieve business goals 88 57 51 Key in ensuring continued business success by identifying future leaders 90 73 62 Able to align employees with business goals by ensuring each understands contribution to org 92 68 64 Can help org effectively use resources, keep costs down, increase productivity and retention 87 71 66 Able to create employee loyalty to impact customer loyalty HR Professionals Senior Managers Executives % agree (either completely or somewhat)

Transforming HR ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],A dministrative C onsultative S trategic P artner ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Time Current State Future State Value Added These roles are not independent. In order to move up the “matrix”, HR must first demonstrate excellence in administrative responsibilities for its customers.

Workforce Optimization Electronic Support Just-in-Time Learning Empowered Knowledgeable Employees Universal Access to Information Complex Answer Support Streamlined Resource Management Enterprise-wide Communications Reduced Overhead Informed Employees Learning Organization Efficient, Effective Employees Collaboration Tools Less paperwork & Administration Self-Service Applications

HR Is A Multi-Pronged Challenge ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],Technology Process People Organization

STRATEGIC HUMAN RESOURCE MANAGEMENT ,[object Object]

THE STRATEGIC VIEW OF HUMAN RESOURCES ,[object Object],[object Object],[object Object]

STRATEGIC HUMAN RESOURCES MANAGEMENT ,[object Object],[object Object],[object Object]

BENEFITS OF A STRATEGIC APPROACH TO HR ,[object Object],[object Object],[object Object]

BARRIERS TO STRATEGIC HR ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

STRATEGIC MANAGEMENT ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

TRADITIONAL vs. STRATEGIC HR MANAGEMENT HR supports strategy mutually defined with line managers. Role of line managers down played in deference to HR specialists Roles Strategies unify programs into a board, integrated framework HR programs and policies viewed in isolation Framework Business driven, focused on organizational effectiveness, staff viewed as resources to be managed to achieve strategic goals Individual HR outcomes as ends in and of themselves Focus Formulated by senior staff Handled by mid-level HR specialists Organization STRATEGIC TRADITIONAL AREA

MULTIPLE HR ROLES ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

NEW EMPLOYEE/WORKPLACE DYNAMICS ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

HR IMPLICATIONS FOR PROFITABILITY ,[object Object],[object Object],[object Object]

ULTIMATE GOAL ,[object Object]

HR’S ROLE IN ORGANIZATIONAL EXCELLENCE ,[object Object],[object Object],[object Object],[object Object],[object Object]

FUNCTIONAL ROLE FOR HR ,[object Object],[object Object],[object Object],[object Object]

Our HR Team must: ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

10 Keys to Success – Short Term ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

What is Our HR Team’s Readiness for the Challenges of the Present & the Future? Partially Ready Not Ready Ready

Transformation Of HR at AgustaWestland-Philadelphia

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Transformation Of HR at AgustaWestland-Philadelphia