the 11th annual meeting for arab hrm&d in khartoum 16-18 december, 2003 the value of hr metrics...
TRANSCRIPT
The 11th ANNUAL MEETING FOR ARAB The 11th ANNUAL MEETING FOR ARAB HRM&D IN KHARTOUM HRM&D IN KHARTOUM 16-18 December, 2003 16-18 December, 2003
The Value of HR Metrics To The Value of HR Metrics To The OrganizationThe Organization
Prepared by: Carmen El-MurPrepared by: Carmen El-Mur
Direction & Control are Direction & Control are Impossible Without DataImpossible Without Data
Success in Organizations Depends Success in Organizations Depends
on Three Abilitieson Three Abilities::
• Able to do your jobAble to do your job
• Excel in the right areasExcel in the right areas
• Able to measure your performance.Able to measure your performance.
You must understand the You must understand the business if you expect to add business if you expect to add
valuevalue..
Performance measure is a Performance measure is a two phase skilltwo phase skill::
1.1. Develop performance Develop performance measures that are measures that are MEANINGFUL to your MEANINGFUL to your audience. audience.
2.2. You need to be able to You need to be able to share it and use it to share it and use it to persuade others.persuade others.
Align HR with Business Align HR with Business StrategyStrategy
Clarify people issues associated with business strategy
Assess HR’s role in the organization
Identify & prioritize performance issues
Develop & implement HR strategy, structure, staff and services
Identify & Implement metrics to assess HR’s Performance
OGERO-TelecomOGERO-Telecom
1922 Radio Orient 50 year BOT Contract for Telegram Management
Telexing services and Dispatch of wire photos –to 38 countries ( 7000 telexes/day1965
1972End of BOT Contract – OGERO is born “Organisme de Gestion et d’Explotation des installations et equipments de l’ex-
societe Radio-Orient ”
To administer and run the existing computer on behalf of the Maintenance and Exploitation Directorate at the Ministry of Telecommunications (MPT)
1975
1994Maintenance & Network Expansion responsibilities for the Fixed Telephone Network
OGERO-TelecomOGERO-TelecomIn the New MillenniumIn the New Millennium
2001
2002Telecommunications Law was enacted by the Lebanese Parliament and published in the official Gazette on July 23, 2002
Privatization Law
Assess HR’s role in the organization
Identify & prioritize performance issues
Develop & implement HR strategy, structure, staff and services
Identify & Implement metrics to assess HR’s Performance
Align HR with Business Strategy:Align HR with Business Strategy: Clarify people issues associated
with business strategy
Clarify people issues associated with business strategy
OGERO-Telecom:OGERO-Telecom: Clarify people issues associated
with business strategy
Identify & Implement metrics to assess HR’s Performance
Develop & implement HR strategy, structure, staff and services
Identify & prioritize performance issues
Align HR with Business Strategy: Align HR with Business Strategy: Assess HR’s role in the
organization
Clarify people issues associated with business strategy
Assess HR’s role in the organization
OGERO-Telecom: OGERO-Telecom: Assess HR’s role in the
organization
Develop & implement HR strategy, structure, staff and services
Identify & Implement metrics to assess HR’s Performance
Assess HR’s role in the organization
Align HR with Business Strategy: Align HR with Business Strategy: Identify & prioritize performance
issues
Clarify people issues associated with business strategy
Identify & prioritize performance issues
SWOT Analysis of HR DeptSWOT Analysis of HR DeptHR DEPARTMENTENVIRONMENTAL &
ORGANIZATIONAL
STRENGTHSOPPORTUNITIES
Commercial Awareness Training
Employee willingness to learn
Positive Attitude of DG & Line Management
Staff Interest in Training & development
External Consultants – DataCom to help the Ministry & OGERO prepare for Telecom Liban.
WEAKNESSESTHREATS
Unreliable HRIS data & standalone HR Programs
Weak communication of HR goals/ strategies.
Poor HR competency within the department
Employees feel uncertain about their future.
Recession is hitting the country Rumors of the devaluation of the
Lebanese pound. Large numbers of educated Lebanese
youth are immigrating Competent employees are leaving
OGERO and the country. Budget deficit is on the increase
Identify & Implement metrics to assess HR’s Performance
Assess HR’s role in the organization
Identify & prioritize performance issues
Align HR with Business Strategy:Align HR with Business Strategy: Develop & implement HR
strategy, structure, staff and services
Clarify people issues associated with business strategy
Develop & implement HR strategy, structure, staff and services
OGERO-Telecom:OGERO-Telecom: Develop & implement HR
strategy, structure, staff and services
Develop & implement HR strategy, structure, staff and services
Assess HR’s role in the organization
Identify & prioritize performance issues
Align HR with Business Strategy: Align HR with Business Strategy: Identify & Implement metrics to
assess HR’s Performance
Clarify people issues associated with business strategy
Identify & Implement metrics to assess HR’s Performance
OGERO-Telecom: OGERO-Telecom: Identify & Implement metrics to assess HR’s
Performance
Successful People Build Successful People Build PartnershipsPartnerships
Sources & ReferencesSources & References
httphttp://://wwwwww..connexuscoconnexusco..comcom http://www.ogero.gov.lbhttp://www.ogero.gov.lb How to measure Human Resources How to measure Human Resources
ManagementManagement, 2, 2ndnd Edition, Fitz-enz Edition, Fitz-enz ““HR as Strategic Partner?”HR as Strategic Partner?” June 24, June 24,
2002, by Joe Wert and Myra 2002, by Joe Wert and Myra Liwanag.Liwanag.
Gartner Consulting, “Privatization Gartner Consulting, “Privatization Report- Guam Telephone Authority”, Report- Guam Telephone Authority”, Engagement 220 108 190-31August Engagement 220 108 190-31August 20012001