nchra hr as a strategic partner designing strategic initiatives

Click to edit Master subtitle style

Click to edit Master title styleHR As A Business Partner

Designing Strategic Initiatives

OBJECTIVES

• Examine Executive Motives

• Perform Cultural Assessment

• Prescribe Organizational Strategy

EXECUTIVE GOALS

1. Increase Shareholder Value

2. Maximize Resources

3. Fulfill Board of Director’s Expectations

GAP ANALYSIS

1.Business Issue

2.Performance Initiative

…what performance initiative does the business issue create?

SOLUTION

1. Awareness (Communication)

2. Ability (Learning)

3. Willingness (Desire to Participate)

4. Performance (Tracking)

3 TYPES OF RESULTS

1. Operational Results (Score Card)

2. Impact Results (Data)

3. Business Results (ROI)

Measurable Results

Degree of Importance

Str

engt

h of

Evi

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Operational

Impact

Results

Examples of Business Results Metrics

Showing Causation

• Sales vs. control group• Response rate in test• Return on investment

Examples of Program Impact Metrics

• Change in sales• Participants at goal• High test scores• Participation rates• Hit rates on website

Examples of Operational Metrics

• Enrollment• Redemption Rate• Pieces Mailed

Cultural Assessment

How Do You Score?

COMPANY

Current Programs

Core Values

Departmental Directives

Performance Development

Current Programs

What Programs Work at Your Company?• Employee Recognition Programs• Incentive Programs• Training• Events• Corporate Citizenship• Other Benefits

Core Values in the Workplace

• Can your employees recite your core values?

• Are core values promoted in the workplace?

• Are core values part of the hiring process?

• Do core values have leverage in performance assessment?

Departmental Objectives

• What are the top objectives of any given department?

• Design performance initiatives around these objectives.

Performance Development

• How does your organization develop talent?

• Is there alignment between personal and organizational goals?

• How do we measure progress?

Current Programs

• Create Measurable initiatives!

• Communicate a Consistent program strategy!

• Produce Results!

Core Values in the Workplace

• Educate The Mission

• Use Core Values in the Hiring Process

• Measure Core Value Practices

• Eliminate Fluff Perception

Departmental Objectives

• Incent Business Critical Behaviors

• Recognize Special Contributions

• Level the Playing Field

• Create a Model for Measurement

Performance Development

• Set Clear Expectations

• Reward Progress

• Create New Challenges

• Define a Path for Advancement

Contact

David J Kovacovich

david.kovacovich@biworldwide.com

www.linked.com/in/davidkovacovichwww.davesweeklythought.blogspot.com