03 sbi annual group hrld & training conference 2015, strategic human capital management in...

From MIND to MATTERS

Strategic Human Capital Management

@ 2015 . All Rights Reserved . Lighthouse Indonesia . www.lighthouse-indonesia.co

Swiss-Belhotel International, Annual Human Resources, Training & Learning Development Conference 2015


Presentation Content

Food for ThoughtAbout Lighthouse IndonesiaWorkshop ObjectivesWorkshop AgendaWorkshop ResultsHuman Capital ManagementDesigning Company Learning ModuleWhat’s Next: Action Plan

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evaluate

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By investing to oneself, the individual has more choices available for oneself.Lighthouse Indonesia


Food for Thought

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Workshop Objectives

By the end of the workshop, participants will be able to;designing cost effective e-Learning for SBI utilizing available resources.adopt the Human Capital Management practices for the Regional and Hotel/Unit in attracting, developing and retaining talent.practice in designing a Learning Module and experience in delivering the module to the class.

Service is the rent that we pay for our room on earth. Lord Halifax

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Worskhop Results

Strategic Human Capital Management plans for Swiss-Belhotel International as well as for your unit.

A comprehensive learning module; Tutor’s Notels PowerPoint Presentation Handout Reference Administration; collaterals

Self learning utilizing available learning resources, group discussions, sharing sessions

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Human Resources Professional


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Lesson Learned: MAZE GAME Straight to the point Think outside the box, yet, achive relevance Don’t play the “maze game”! Simplify your

thoughts If unknown --- Ask, Explore, Innovate, Collaborate,

Use Search Engines www.google.com www.wiktionary.org www.wikipedia.org (found “Search Engine”)

Experience and obtain lesson learned along the way



HR Competency Models 80’s: Business Knowledge, HR Delivery, Change 90’s: Personal Credibility, Business Knowledge,

HR Delivery, Change 97’s: Personal Credibility, Business Knowledge,

HR Delivery, Culture, Change 20’s: Strategic Contribution, Business

Knowledge, HR Delivery, HR Technology, Personal Credibility

Reference: HR Competencies, Mastery at the Intersection of People & Business, 2008, Dave Ulrich, Wayne Brockbank, Dani Johnson, Kurt Sandholtz, Jon Younger // 40,000 respondents worldwide

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Competency Models 80’s: Business Knowledge, HR Delivery, Change 90’s: Personal Credibility, Business Knowledge,

HR Delivery, Change 97’s: Personal Credibility, Business Knowledge,

HR Delivery, Culture, Change 20’s: Strategic Contribution, Business

Knowledge, HR Delivery, HR Technology, Personal Credibility Credible Activist Culture & Change Steward Talent Manager / Organization Designer Strategy Achitect Operational Executor Business Ally

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Competency Models Credible Activist ~ HR Professional is both credible

(respected, admired, listened to) and active (offers a point of view, takes a position, challenges assumptions). ----- Relationship

Culture & Change Steward ~ HR Professional appreciates, articulates, and helps shape a company’s culture. Facilitates change in two ways; help make culture happen and develop disciplines to make changes happen throughout organization. --- Organization Capabilities

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Competency Models Talent Manager / Organization Designer ~ HR

Professional masters theory, research, and practice in both talent management and organization design. Talent Management focuses on competency requirements and how individuals enter and move up, accross, or out of the organization. Organization design focuses on how a company embeds capability into the structure, processes, and policies that shape how an organization works. --- Organization Capabilities

Strategy Achitect ~ HR Professional has a vision for how the organization can “win” in the marketplace, now and in the future. Plays an active part in the establishment of the overall strategy to deliver on this vision. --- Organization Capabilities

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Competency Models Operational Executor ~ HR Professional executes the

operational aspects of managing people and organization. Policies need to be drafted, revised, adapted, and implemented. Utilizes available technologies and best practices e.g. shared services and/or outsourcing, job/function combinations. ---- System & Processes

Business Ally ~ businesses succeed by setting goals and objectives that respond to external opportunities and threats. HR Professional contributes to the success of a business by knowing the social context or setting in which their business operates. Knows all business related aspects. ---- System & Processes

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Human Capital Management


Human Capital Defined

hu·man cap·i·tal

nounthe skills, knowledge, and experience

possessed by an individual or population, viewed in terms of their value or cost to an organization or country.

From our perspective; Human Capital related to to 3 dimensions of management focus; attracting, developing & retaining and separation.

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Group Exercises: Where are we at implementing Human Capital

Management for the Hotel, thus, Swiss-Belhotel International related to attracting, developing and retaining our very important asset – our people?

What changes do you want to see occuring in the Hotel, thus, Swiss-Belhotel International?

What are your recommended actions, ideas, practices, programs to be implemented in the Hotel, thus, Swiss-Belhotel International? Please specify your recommendation(s).

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Management Tools: ATTRACK “SBI Academy” partnership with Lighthouse

Indonesia in order to create future talent pool. Partnership with reputable Sekolah Menengah

Kejuruan, Hotel Colleges / Universities. Corporate Social Responsibility Program related to

supporting education through scholarship, providing tools and equipment for learning.

Social media related to people as human capital. SBI; Talent Database, use role modeling as a

benchmark Creative recruitment strategies Reference: http://www.hyatt.jobs/evaluate



Management Tools: DEVELOP & RETAIN Revamp job descriptions to be in line with

maturing workforce and multi-skilling. Specific Empowerment Program for operating

departments. Productivity Ratio for each function in each

department, thus division in the Hotel. Competency-Based people development related to

core, functional, leadership, supervisory, and management competencies.

Activate Hotel Trainers Club consisting of departmental / divisional trainers --- project orientedevaluate



Management Tools: DEVELOP & RETAIN Competitive salary and benefits; salary versus

total package Unionized Hotels; Collective Labour Agreements

Based on mutual concessions Regulated stricter on above normative CLA

items Negotiate CLA period; 5 versus 7 years of

validity Use tables of benefits; 1st term increment,

2nd term increment, 3rd term incrementevaluate



Management Tools: DEVELOP & RETAIN Actively participate in market salary and benefits

survey in order to understand our stand in the market.

Adopt Coaching Principles Belief in right individual is our principal asset. Each individual to find answers from within

him/herself Focused-development program

Addressing one area to improve at a time The individual to set individual goal related

to Performance Development Review and monitor progress him/herself.evaluate



Management Tools: SEPARATION Preparing normal retirees

3 years before retirement date 2 years before retirement date 1 year before retirement date 6 months before retirement date 3 months before retirement date

Early retirement package Supporting hotel businesses; possible outsource,

specialists, laundry, securityevaluate



Group Engagement Sharing Discussion Question & Answer

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Designing a Learning Module



A comprehensive learning module consists of the following; Tutor’s Notels PowerPoint Presentation Handout Reference Administration; collaterals

See References of Lighthouse Indonesia customized module for client.

Based on identified training needs, let’s design a training module for the Hotel, thus, SBI.

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Steps to Take Design template for;

Microsoft Office PowerPoint Presentation Tutor’s Notes Handout Reference Administration; Collaterals

Certificate Course Feedback / Evaluation Posters

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Microsoft Office PowerPoint Presentation



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Tutor’s Notes



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Handout



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Reference



Steps to Take Mind Mapping by Tonny Buzan Use 5 Wives 1 Husband; Why, Who, What,

Where, When, How Use available resources for images, facts,

cartoons, knowledge, references www.google.com www.wiktionary.org www.wikipedia.org www.youtube.com E-books as seen on

https://facebook.com/crdaz

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http://www.google.com/

http://www.wiktionary.org/

http://www.wikipedia.org/

http://www.youtube.com/

https://facebook.com/crdaz



Steps to Take Rationalize results from doing the Mind

Mapping through a logical sequence. Design the Microsoft Office PowerPoint

Presentation - slides

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Steps to Take Design Tutor’s Notes, using the Microsoft

Office Power Point Presentation - slides Handout, using the Microsoft Office Power

Point Presentation - slides Reference, refere to wikipedia, google,

wiktionary, etc Design Training Certificate Design Course Feedback Design relevant Posters to motivate learners

attending the class.

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Certificate



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Course Feedback



Training Module Core Leadership Functional Supervisory Managerial Executive

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Action Planning

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Being a Human Capital Professional

Need to embrace required attitude, skill and knowledge to become a competent Human Capital Professional

HR as a Role Model HR as a Business Partner HR as an Active Learner


Action Planning

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Human Capital Management To streamline HR Reports in order to provide

more time for our business partners rather than trapped by administrative duties. Remember: Think from the perspective of our business partners while designing the report. Within the Unit Within the Group


Action Planning

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Human Capital Management in Action Adopt Human Capital initiatives and

practices which proven to be beneficial for our people and organization related to “attrack, develop & retain, separation” Outside classroom training strategy Clear-up oustanding leave strategy Think about: e-SBI Learning


Action Planning

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Human Capital Management – Collaboration Initiatives within the GroupCross ExposureUtilizing www.wordpress.com – to create a blog for SBI Human Capital Team as a tool for sharing knowledge, initiatives, best practices

http://www.wordpress.com/


Action Planning

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Singgasana Hotels & Resorts; Intellectual MaterialsVision, Mission, Culture, Values, Service StatementHotel/MICE Operations Manual including SOP

Admin & General (Incl. Occupational Health & Safety), Finance (Incl. IT), Rooms, F&B, Culinary, Sales & Marketing, Human Capital, POMEC, MICE, Golf,


Action Planning

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SBI; Intellectual MaterialsOperational AuditEmployee Opinion SurveyCustomer Feedback


Action Planning

Dimension / Activity Time Frame / PIC

Status / Remarks

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Thank you.

03 sbi annual group hrld & training conference 2015, strategic human capital management in...

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