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The 11th ANNUAL MEETING FOR ARAB HRM&D IN KHARTOUM 16-18 December, 2003 The Value of HR Metrics To The Organiza

The 11th ANNUAL MEETING FOR ARAB HRM&D IN KHARTOUM 16-18 December, 2003 The Value of HR Metrics To The Organization. Prepared by: Carmen El-Mur. Direction & Control are Impossible Without Data. Success in Organizations Depends on Three Abilities: Able to do your job

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The 11th ANNUAL MEETING FOR ARAB HRM&D IN KHARTOUM 16-18 December, 2003 The Value of HR Metrics To The Organiza

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  1. The 11th ANNUAL MEETING FOR ARAB HRM&D IN KHARTOUM 16-18 December, 2003 The Value of HR Metrics To The Organization Prepared by: Carmen El-Mur

  2. Direction & Control are Impossible Without Data • Success in Organizations Depends on Three Abilities: • Able to do your job • Excel in the right areas • Able to measure your performance.

  3. You must understand the business if you expect to add value. • Performance measure is a two phase skill: • Develop performance measures that are MEANINGFUL to your audience. • You need to be able to share it and use it to persuade others.

  4. Align HR with Business Strategy Develop & implement HR strategy, structure, staff and services Clarify people issues associated with business strategy Identify & Implement metrics to assess HR’s Performance Identify & prioritize performance issues Assess HR’s role in the organization

  5. OGERO-Telecom Radio Orient 50 year BOT Contract for Telegram Management 1922 Telexing services and Dispatch of wire photos –to 38 countries ( 7000 telexes/day 1965 End of BOT Contract – OGERO is born “Organisme de Gestion et d’Explotation des installations et equipments de l’ex-societe Radio-Orient” 1972 To administer and run the existing computer on behalf of the Maintenance and Exploitation Directorate at the Ministry of Telecommunications (MPT) 1975 Maintenance & Network Expansion responsibilities for the Fixed Telephone Network 1994

  6. OGERO-TelecomIn the New Millennium 2001 Privatization Law Telecommunications Law was enacted by the Lebanese Parliament and published in the official Gazette on July 23, 2002 2002

  7. Align HR with Business Strategy: Clarify people issues associated with business strategy Develop & implement HR strategy, structure, staff and services Clarify people issues associated with business strategy Identify & Implement metrics to assess HR’s Performance Identify & prioritize performance issues Assess HR’s role in the organization

  8. OGERO-Telecom:Clarify people issues associated with business strategy

  9. Align HR with Business Strategy: Assess HR’s role in the organization Develop & implement HR strategy, structure, staff and services Clarify people issues associated with business strategy Identify & Implement metrics to assess HR’s Performance Identify & prioritize performance issues Assess HR’s role in the organization

  10. OGERO-Telecom: Assess HR’s role in the organization

  11. Align HR with Business Strategy: Identify & prioritize performance issues Develop & implement HR strategy, structure, staff and services Identify & Implement metrics to assess HR’s Performance Clarify people issues associated with business strategy Identify & prioritize performance issues Assess HR’s role in the organization

  12. SWOT Analysis of HR Dept

  13. Align HR with Business Strategy:Develop & implement HR strategy, structure, staff and services Identify & Implement metrics to assess HR’s Performance Develop & implement HR strategy, structure, staff and services Clarify people issues associated with business strategy Identify & prioritize performance issues Assess HR’s role in the organization

  14. OGERO-Telecom:Develop & implement HR strategy, structure, staff and services

  15. Align HR with Business Strategy: Identify & Implement metrics to assess HR’s Performance Identify & Implement metrics to assess HR’s Performance Develop & implement HR strategy, structure, staff and services Clarify people issues associated with business strategy Identify & prioritize performance issues Assess HR’s role in the organization

  16. OGERO-Telecom: Identify & Implement metrics to assess HR’s Performance

  17. Successful People Build Partnerships

  18. Sources & References • http://www.connexusco.com • http://www.ogero.gov.lb • How to measure Human Resources Management, 2nd Edition, Fitz-enz • “HR as Strategic Partner?” June 24, 2002, by Joe Wert and Myra Liwanag. • Gartner Consulting, “Privatization Report- Guam Telephone Authority”, Engagement 220 108 190-31August 2001

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