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BENEFITS OF DOCUMENT
World Class HRM Best Practice PPT
Strategic human resource management (strategic HRM) provides a framework linking people management and development practices to long-term business goals and outcomes. It focuses on longer-term resourcing issues within the context of an organization's goals and the evolving nature of work. It also informs other HR strategies, such as reward or performance, determining how they are integrated into the overall business strategy.
1. HR Strategy to Drive Business Performance
a. Six Steps to Craft Your HR Strategy
b. Three Tests of Best HR Strategy
c. HR Strategy Map
2. Diagnosing Organizational Effectiveness
a. Comprehensive Model for Diagnosing Organization
b. Elements of Corporate Culture Formation
c. Job Characteristics Model – Hackman/Oldham
3. Developing HR Scorecard
a. HR Scorecard Structure
b. KPI Table for HR Manager
4. How to Manage Digital HR Transformation Successfully
a. Transformation from traditional to HR Digital
b. Benefit of HR Digital
c. Six Stage of Digital HR Transformation
5. How to Successfully Implement People Analytics
a. Benefits of People Analytics
b. A Guide to Implementing People Analytics
c. Three Key Level-based Checks to Choose the Right People Analytics Tools
6. Leading Corporate Change (Change Management)
a. Five Activities Contributing to Effective Change Management
b. Four Phases of Transition of Change Management
c. Elements of Change Enablement
7. Creating Good-to-GREAT Company
a. Six elements of Good to Great
b. Level 5 Leadership Jim Collins
Human Resources Operations, also known as HR Ops, is the department that supports the entire employee lifecycle and assists your team in their day-to-day tasks. The scope of HR Operations is multi-faceted. It plays a crucial role in developing a company's people strategy to reach its business goals.
1. Fundamental of HR Operation Model
a. HR Strategy & Business Result
b. Manpower Planning Framework & Forecasting
c. Training Matrix For Competency Development
d. Performance Management Cycle
2. Recruitment Plan & Strategy
a. 5 Recruitment Strategy to Improve Hiring Process
b. How to Build Recruitment Plan
3. How to Attract & Retain Top Talents
a. 5 Ways to Attract Top Talent
b. 2 Ways to Retain Top Talent
4. HR Management Framework Based Competency
a. Competency & Job Description
b. STAR Approach in Competency
5. Competency Based Training & Development
a. Competency Based Training Framework
b. Training Matrix for Competency Development
6. ROI of Training Model
a. Four Level of Training Evaluation
b. Five Level of ROI Training
7. Career Planning & Development
a. Career Planning
b. Career Path & Development
8. High Impact Leadership Skill
a. Elements of High Performance Leadership
Can HR transform itself alone? Absolutely not. In fact, the primary responsibility for transforming the role of HR belongs to the CEO and to every line manager who must achieve business goals. The reason? Line managers have ultimate responsibility for both the processes and the outcomes of the company. They are answerable to shareholders for creating economic value, to customers for creating product or service value, and to employees for creating workplace value. It follows that they should lead the way in fully integrating HR into the company's real work. Indeed, to do so, they must become HR champions themselves. They must acknowledge that competitive success is a function of organizational excellence. More important, they must hold HR accountable for delivering it.
Of course, the line should not impose the new agenda on the HR staff. Rather, operating managers and HR managers must form a partnership to quickly and completely reconceive and reconfigure the function—to overhaul it from one devoted to activities to one committed to outcomes. The process will be different in every organization, but the result will be the same: a business era in which the question Should we do away with HR? will be considered utterly ridiculous.
Why HR Matters Now More Than Ever
Regardless of their industry, size, or location, companies today face five critical business challenges. Collectively, these challenges require organizations to build new capabilities. Who is currently responsible for developing those capabilities? Everyone—and no one. That vacuum is HR's opportunity to play a leadership role in enabling organizations to meet the following competitive challenges: Globalization.
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Source: Best Practices in Human Resources PowerPoint Slides: World Class HRM Best Practice PowerPoint (PPTX) Presentation, UJ Consulting
ABOUT THE AUTHOR: UJ CONSULTING
Untung Juanto ST., MM. Founder of UJ Consulting. He is professionally experienced business and management consultant in several local and multinational companies. [read more] He has an experience in managing an effective and efficient company with various approach methods adapted to different industries because He had a career from the lower management level as Supervisor before finally being at the top management level. His Top Management experience started from the position of General Manager, VP Operation, HR Director and Business Development Director
He completed his undergraduate education majoring in Architecture at Diponegoro University, Semarang, Central Java, Indonesia. After that, He continued to Master of Management level majoring in Human Resource Management with cum laude predicate with a GPA of 3.94 at Mercubuana University, Jakarta, Indonesia.
His last work experience as Deputy President Director at Hutahaean Group in charge of 14 business units engaged in various industries including CPO Production, Oil Palm Plantation, Cassava Plantation, Tapioca flour production, 4 and 5 star hotels, waterparks, golf courses and housing with a total of employees more than 3,000 employees.
His biggest achievement was in 2021 when He served as Deputy President Director at Hutahaean Group Indonesia by increasing the company's revenue from IDR 700 billion to IDR 1.1 trillion (y/y) and increasing the profit margin by more than 20%. Doing a turn around on business units that have lost in the last 5 years become profits. In addition, He have also succeeded in creating an efficient and effective management system by redesigning the Business Process Management (BPM), reviewing Standard Operating Procedures (SOP) and Work Instructions and compiling the appropriate Key Performance Indicator Management (KPIM) to increase employee productivity.
He is currently active as a part-time business and management consultant (online) at Enquire Corp. and Flevy Corp. In addition, He also teach part-time at several universities for courses in strategic management, human resource management, project management, entrepreneurship and business.
UJ Consulting has published 169 additional documents on Flevy.
This business document is categorized under the function(s): Operations Organization, Change, & HR
It applies to All Industries
File Type: PowerPoint (pptx)
File Size: 16.3 MB
Number of Slides: 182 (includes cover, transition, & marketing slides)
Related Topic(s): Human Resources
Purchase includes lifetime product updates. After your purchase, you will receive an email to download this document.
Initial upload date (first version): Oct 20, 2022
Most recent version published: Oct 20, 2022
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