Guide to HR Business Partnering…
Document Overview
What is HR Business partnering?
HR Business Partnering is based on the Strategic Partner model developed by Dave
Ulrich (Professor of Business, University of Michigan).
This model has been adapted for use by some high-profile organisations including;
IBM, Shell and The Royal Bank of Scotland. There is also increasing take-up in the UK
public sector including the National Trust and a number of local authorities.
The Strategic Partner model is based on the use of multiple channels to deliver HR
excellence. These new delivery channels free-up HR professionals to provide a more
strategic level of support as Business Partners.
In his book, Human Resource Champions, Ulrich suggests that the HR business
professional can no longer operate as a traditional generalist; he / she must act as a
broker of services, a consultant to the management team and a facilitator of change.
Why Should You Introduce HR Business Partnering?
HR Business Partnering will allow more value added relationships at a management level. New delivery channels will give benefits of speed of response, accuracy and consistency of advice. In addition there will be financial benefits with most organisations aiming to achieve savings of between 10 and 20 percent of HR budget.
The benefits of HR Business partnering include:
• Shared know-how – sharing best practice, developing a centre of expertise.
• Reducing costs and avoiding duplication of effort.
• Improved quality of service to customers.
• Enabling organisational change – freeing up HR from more day-to-day routine enquiries allowing HR to facilitate and support organisational change.
Copyright © 2009 Organisational Consultancy Services
Tuesday 5 January 2010
Project Management
Guide to Project Management…
Document Overview
What is Project Management?
Project management is a process to help you introduce improvement
initiatives in your organisation. It does this using a range of techniques and
tools.
A project is different from a general management task. It has its own
purpose, start and end points. It also requires the pulling together of
specific resources such as expertise, people and finances.
For example, it may be that your organisation needs to introduce a new:
• Computer system;
• Process;
• Service;
• Product; or
• Staff initiative.
A good project management approach will provide you with the framework, processes, guidelines and techniques to manage people and the workload. A good approach increases the odds of being successful. This will provide value to your organisation, the project and the project manager.
Why Should You Use Project Management?
Being asked to manage a project for the first time can be very daunting.
Managing projects without using a robust approach can result in projects
that:
• Are completed late;
• Are over-budget; or
• Do not meet the desired requirements in terms of your client or project sponsor.
You can make the choice between planning and managing or fire fighting. You might wonder why everyone does not use good project management techniques. Or you might think why isn’t my organisation using them?
Copyright © 2009 Organisational Consultancy Services
Document Overview
What is Project Management?
Project management is a process to help you introduce improvement
initiatives in your organisation. It does this using a range of techniques and
tools.
A project is different from a general management task. It has its own
purpose, start and end points. It also requires the pulling together of
specific resources such as expertise, people and finances.
For example, it may be that your organisation needs to introduce a new:
• Computer system;
• Process;
• Service;
• Product; or
• Staff initiative.
A good project management approach will provide you with the framework, processes, guidelines and techniques to manage people and the workload. A good approach increases the odds of being successful. This will provide value to your organisation, the project and the project manager.
Why Should You Use Project Management?
Being asked to manage a project for the first time can be very daunting.
Managing projects without using a robust approach can result in projects
that:
• Are completed late;
• Are over-budget; or
• Do not meet the desired requirements in terms of your client or project sponsor.
You can make the choice between planning and managing or fire fighting. You might wonder why everyone does not use good project management techniques. Or you might think why isn’t my organisation using them?
Copyright © 2009 Organisational Consultancy Services
Developing Staff
Guide to Developing Staff…
Document Overview
How Do You Develop Staff?
Training and development is the process of identifying training needs and delivering training to meet these needs.
It can play an important part in the success of your organisation. It ensures that your staff are equipped with the right knowledge and skills.
It also helps your organisation to develop the new skills that are required to achieve your business strategy.
Why Should You Develop Staff?
How often have you read that your staff are your greatest resource and the best route to improving performance?
There is no doubt that effective staff development plays an important part in the success of an organisation. This is done by ensuring staff are equipped with the:
• Knowledge;
• Skills; and
• Expertise required to achieve your strategy.
The top benefits of staff training and development include improved:
• Ability;
• Technical skills;
• Behavioural skills;
• Motivation; and
• Customer service.
In addition your organisation may be experiencing problems in finding the right skills in the marketplace. Developing the skills of existing employees has to be the way forward.
Training staff can be costly. It is therefore important to understand what training is a priority for your organisation. You also need to know whether the training will develop the skills and knowledge to meet your future needs.
Copyright © 2009 Organisational Consultancy Services
Document Overview
How Do You Develop Staff?
Training and development is the process of identifying training needs and delivering training to meet these needs.
It can play an important part in the success of your organisation. It ensures that your staff are equipped with the right knowledge and skills.
It also helps your organisation to develop the new skills that are required to achieve your business strategy.
Why Should You Develop Staff?
How often have you read that your staff are your greatest resource and the best route to improving performance?
There is no doubt that effective staff development plays an important part in the success of an organisation. This is done by ensuring staff are equipped with the:
• Knowledge;
• Skills; and
• Expertise required to achieve your strategy.
The top benefits of staff training and development include improved:
• Ability;
• Technical skills;
• Behavioural skills;
• Motivation; and
• Customer service.
In addition your organisation may be experiencing problems in finding the right skills in the marketplace. Developing the skills of existing employees has to be the way forward.
Training staff can be costly. It is therefore important to understand what training is a priority for your organisation. You also need to know whether the training will develop the skills and knowledge to meet your future needs.
Copyright © 2009 Organisational Consultancy Services
Managing Staff.
Guide to Managing Staff…
Document Overview
What is Managing Staff?
This guide outlines a process that will help you to manage what your staff do and how well they do it.
The process is called performance management. It involves setting clear results that you want your staff to achieve and regularly reviewing how well they are doing.
As well as knowing what your staff do it is equally important to know how they do their job. This can be done by comparing their performance against set behavioural standards.
This will ensure that the things an individual needs to do are done in a way that is acceptable to you and your organisation.
Why Should You Manage Staff?
Performance management is a way of getting better results from your organisation, teams and individuals.
Effective performance management will help your staff to understand your business strategy and how their job links to it. You will be able to identify key activities that your staff need to do and support them to do it in a way that helps your organisation in the longer term.
A business strategy is a plan that sets out where you want your organisation to be in terms of desired future performance. Performance management will ultimately help your organisation to achieve its strategy.
Performance management provides a well-structured and effective tool to help managers develop staff:
• Knowledge;
• Skills;
• Attitudes; and
• Relationships.
It will also help managers to identify areas for improvement and recognise the good work of their staff.
This will help you to develop a committed and motivated workforce who will be more effective at their jobs. In addition it will help you to develop your staff to be able to meet the future needs of your organisation.
Copyright © 2009 Organisational Consultancy Services
Document Overview
What is Managing Staff?
This guide outlines a process that will help you to manage what your staff do and how well they do it.
The process is called performance management. It involves setting clear results that you want your staff to achieve and regularly reviewing how well they are doing.
As well as knowing what your staff do it is equally important to know how they do their job. This can be done by comparing their performance against set behavioural standards.
This will ensure that the things an individual needs to do are done in a way that is acceptable to you and your organisation.
Why Should You Manage Staff?
Performance management is a way of getting better results from your organisation, teams and individuals.
Effective performance management will help your staff to understand your business strategy and how their job links to it. You will be able to identify key activities that your staff need to do and support them to do it in a way that helps your organisation in the longer term.
A business strategy is a plan that sets out where you want your organisation to be in terms of desired future performance. Performance management will ultimately help your organisation to achieve its strategy.
Performance management provides a well-structured and effective tool to help managers develop staff:
• Knowledge;
• Skills;
• Attitudes; and
• Relationships.
It will also help managers to identify areas for improvement and recognise the good work of their staff.
This will help you to develop a committed and motivated workforce who will be more effective at their jobs. In addition it will help you to develop your staff to be able to meet the future needs of your organisation.
Copyright © 2009 Organisational Consultancy Services
Staff Opinion Surveys
Guide to Employee Opinion Surveys…
Document Overview
What is an Employee Opinion Survey?
Employee Opinion Surveys are regular surveys that are issued to staff. They contain questions about the organisation and help to measure staff perceptions and highlight trends.
They are an effective first step to engaging your staff and developing a motivated and committed workforce.
The biggest factor in engaging your staff is for them to feel valued and involved. This can be achieved in several ways, including:
• Being involved in decision making;
• Feeling able to voice opinions;
• Believing that views are listened to; and
• Their efforts are recognised and valued by managers.
Engaging your employee’s isn’t just good for morale – it makes strong business sense too. But only long-term initiatives that seek the views of your staff will guarantee their loyalty.
The data from the surveys can be used to identify and prioritise issues and develop initiatives to help keep your staff engaged.
Why Should You Develop an Employee Opinion Survey?
Engaged employees are more motivated, more productive and deliver huge benefits to your organisation including:
• Improved employee satisfaction;
• Increased productivity;
• Improved customer service; and
• Increased financial performance.
In addition there is a strong link between engagement and achievement of business strategy.
Two-thirds of highly engaged employees have plans to stay with their employer, compared to one-third of the moderately engaged and only a tenth of the disengaged. It not only leads to huge reductions in recruitment costs and work disruption – highly engaged employees also contribute more.
Copyright © 2009 Organisational Consultancy Services
Document Overview
What is an Employee Opinion Survey?
Employee Opinion Surveys are regular surveys that are issued to staff. They contain questions about the organisation and help to measure staff perceptions and highlight trends.
They are an effective first step to engaging your staff and developing a motivated and committed workforce.
The biggest factor in engaging your staff is for them to feel valued and involved. This can be achieved in several ways, including:
• Being involved in decision making;
• Feeling able to voice opinions;
• Believing that views are listened to; and
• Their efforts are recognised and valued by managers.
Engaging your employee’s isn’t just good for morale – it makes strong business sense too. But only long-term initiatives that seek the views of your staff will guarantee their loyalty.
The data from the surveys can be used to identify and prioritise issues and develop initiatives to help keep your staff engaged.
Why Should You Develop an Employee Opinion Survey?
Engaged employees are more motivated, more productive and deliver huge benefits to your organisation including:
• Improved employee satisfaction;
• Increased productivity;
• Improved customer service; and
• Increased financial performance.
In addition there is a strong link between engagement and achievement of business strategy.
Two-thirds of highly engaged employees have plans to stay with their employer, compared to one-third of the moderately engaged and only a tenth of the disengaged. It not only leads to huge reductions in recruitment costs and work disruption – highly engaged employees also contribute more.
Copyright © 2009 Organisational Consultancy Services
Balanced Scorecards
Guide to Balanced Scorecards…
Document Overview
What is a Balanced Scorecard?
A balanced scorecard is a tool that will help you to achieve your business strategy.*
It does this by helping you to look at the overall performance of your organisation. It provides a framework to focus your attention not just on financial performance but on your:
• Customers;
• Processes; and
• Staff.
Ideally your staff should be involved in developing your scorecard. This is because they can provide valuable feedback on customer requirements, your internal processes and their own development and commitment.
Why Should You Use a Balanced Scorecard?
In order to achieve your business strategy you need to:
• Establish clear objectives;
• Develop performance measures;
• Set targets; and
• Measure how well you are doing.
The balanced scorecard approach will help you to do this.
The approach has been adopted by organisations in the private, public and voluntary sectors. It is widely recognised as a simple and effective method to help you achieve your business strategy.
The scorecard can also be used to review your progress against targets and
is a handy reporting tool. This will give you early warning and focus your
attention on those areas that are performing below target.
* A business strategy is a plan that sets out where you want your organisation to be in terms of desired future performance. It also identifies what you plan to do to get there. This is covered in detail in our Guide to Business Strategy.
Copyright © 2009 Organisational Consultancy Services
Document Overview
What is a Balanced Scorecard?
A balanced scorecard is a tool that will help you to achieve your business strategy.*
It does this by helping you to look at the overall performance of your organisation. It provides a framework to focus your attention not just on financial performance but on your:
• Customers;
• Processes; and
• Staff.
Ideally your staff should be involved in developing your scorecard. This is because they can provide valuable feedback on customer requirements, your internal processes and their own development and commitment.
Why Should You Use a Balanced Scorecard?
In order to achieve your business strategy you need to:
• Establish clear objectives;
• Develop performance measures;
• Set targets; and
• Measure how well you are doing.
The balanced scorecard approach will help you to do this.
The approach has been adopted by organisations in the private, public and voluntary sectors. It is widely recognised as a simple and effective method to help you achieve your business strategy.
The scorecard can also be used to review your progress against targets and
is a handy reporting tool. This will give you early warning and focus your
attention on those areas that are performing below target.
* A business strategy is a plan that sets out where you want your organisation to be in terms of desired future performance. It also identifies what you plan to do to get there. This is covered in detail in our Guide to Business Strategy.
Copyright © 2009 Organisational Consultancy Services
Business Startegy.
Guide to Business Strategy…
Document Overview
What is a Business Strategy?
A business strategy is a plan that sets out where you want your organisation to be in terms of desired future performance. It also identifies what you plan to do to get there.
When developing your strategy it is essential to know the position you are
starting from in terms of current performance levels.
In addition you should consider factors that will influence your ability to
achieve your strategy.
A strategy will typically include the following components:
• Vision – this is a statement of what your organisation ultimately wants to be or become.
• Mission – statements that set out what you are going to do to get there.
Why Should You Have a Strategy?
Having a clearly defined strategy can provide huge benefits for your
organisation. For example you may:
• Strive to achieve advantage over competitors;
• Aim to provide high quality value for money services; or
• Look to make a substantial contribution to society.
Having a clear strategy will give you the opportunity to promote the aims
of your organisation to a wide audience including:
• Customers
• Staff;
• Funders; and
• Other stakeholders.
By involving a wide range of managers and staff this will help you to
create greater ownership and buy-in for your strategy.
Copyright © 2009 Organisational Consultancy Services
Document Overview
What is a Business Strategy?
A business strategy is a plan that sets out where you want your organisation to be in terms of desired future performance. It also identifies what you plan to do to get there.
When developing your strategy it is essential to know the position you are
starting from in terms of current performance levels.
In addition you should consider factors that will influence your ability to
achieve your strategy.
A strategy will typically include the following components:
• Vision – this is a statement of what your organisation ultimately wants to be or become.
• Mission – statements that set out what you are going to do to get there.
Why Should You Have a Strategy?
Having a clearly defined strategy can provide huge benefits for your
organisation. For example you may:
• Strive to achieve advantage over competitors;
• Aim to provide high quality value for money services; or
• Look to make a substantial contribution to society.
Having a clear strategy will give you the opportunity to promote the aims
of your organisation to a wide audience including:
• Customers
• Staff;
• Funders; and
• Other stakeholders.
By involving a wide range of managers and staff this will help you to
create greater ownership and buy-in for your strategy.
Copyright © 2009 Organisational Consultancy Services
Subscribe to:
Posts (Atom)
