Spring Symposium
HR Leadership What do all these HR people do anyway?
Newly appointed FTSE 50 CEO
Leadership of the HR Function?
Business Leader? Thought Leadership?
The mark of a great HR Leader is to be as un-HR like as possible! Retail HRD
HR Leadership is about identifying and building the people and organisational capabilities required for sustainable success. Linda Holbeche, 2009
The route to HR Leadership?
High HR Performers: Business Career Path Focus
HR
BUSINESS
Average HR Performers: HR Career Path Focus
HR
39% Fit with Job Demands
IMPACT WITH
62% Fit with Job Demands
43% Fit with Job Demands
78%
Fit with Job Demands
Knowledge Based
HR Consulting
45% 61% Fit with Job Demands
29% Fit with Job Demands
Fit with Job Demands
HRD Knowledge
Fit with Job Demands
Business Acumen
35%
Credibility
Facilitating
Relationships
COMMERCIAL
Underpinning Skills?
65%
Fit with Job Demands
What customers say they want from HR Leadership? HR Shift Model (897 Internal Stakeholders – Executives and Senior Management)
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Smarter HR function that addresses future based business problems. HR will be truly involved in business issues rather than ‘after the decision has been made’. Organizational capability & talent management is an organizational not an HR issue. HR involved in key business issues; not always primary HR based.
‘One HR’ approach to all people activity. Focus is to improve commercial productivity and performance of the workforce. Increased collaboration across functions. Integrated scorecard & developing metrics approach. Develop tools/strategies to retain key staff.
Core process excellence focus with clear process mapping & clarity of process at all levels. People data management driven by HRIS technology focus. May be a shared services operation or operationally focused
LEVEL 5: FUTURE COMMERCIAL SOLUTIONS FOCUS
LEVEL 4: COMPETITIVE ADVANTAGE FOCUS
LEVEL 3: PRODUCTIVITY & PERFORMANCE FOCUS
LEVEL 2: FUNCTIONAL SERVICES FOCUS
LEVEL 1: OPERATIONAL EXCELLENCE FOCUS
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Takes on a strategic contribution. Focus is upon ‘best in class’ thereby driving forward competitive advantage; Exploit weaknesses in other competitor organizations approaches. Comprehensive planning/forecasting. Constantly proactive approach to people issues and business outcomes through data analysis.
Provide core people services with appropriate infrastructure. Each function has its own goals and objectives & may be relatively independent of each other. Standardised processes and policies for expertise support. Core reporting on talent management initiatives & organizational capability using operational metrics.
Strategic importance of different functions within the organisation – how can HR Leadership impact this perception?
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