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Driving business performance with HR as a strategic partner

Explore how HR plays a critical role in business growth through the customer and people value chains. From performance management to talent management, discover key strategies for enhancing business performance and creating a culture of success.

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Driving business performance with HR as a strategic partner

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  1. Driving business performance with HR as a strategic partner Chris Low24/5/18

  2. Agenda Letshego overview and performance The customer value chain The people value chain Creating the right culture and climate

  3. From a proud Botswana heritage to Africa’s leading inclusive Finance Group

  4. We are building a strong foundation to support the delivery of our strategy

  5. In 2017 we executed on a number of key deliverables

  6. And also achieved good growth in a challenging environment

  7. STOCK INCREASE REAL PROFIT INCREASE SUSTAINABLE GROWTH LOYAL CUSTOMERS ENGAGED EMPLOYEES GREAT MANAGERS IDENTIFY STRENGTHS THE RIGHT FIT HR’s role in the customer value chain (CVC) is critical for business growth Performance Management To reliably influence these Customer experience Employee engagement To effectively manage these Playing to strengths

  8. Delivering on CVC requires a leadership shift Monitoring “Stable” performance Leading “Step Change” performance Carrying out task to ensure performance Inspiring Doing Informing Asking Guiding Instructing Stimulating Demanding Reporting Manager Individual Leader

  9. The people value chain – HR has a role to play in all areas

  10. EFI Letshego is investing in building transformation leadership capability Leadership development Our leadership competence wheel • Initiatives • Executive coaching • Leading from within • Transformational Leadership Development Centre • Leadership conferences and change champions workshops • Building capacity • Strengthened Group and Country teams • Launching a leadership development portal • Continuing performance related incentive plans • Continue to pursue cross border assignments

  11. Talent management and placement should be at the core of your people strategy

  12. The L&D Framework is essential to ensuring that you develop great managers and required capabilities The L&D Mix • 70% • Self Development • On the job • Toolkits • E-learning • 20% • Coaching and Mentoring • Coaching • Mentoring • Feedback • Q12 – impact planning • 10% • Classroom and e-learning • Lectures / classroom • Tests / Assessments • Notes / Presentations • E - learning

  13. Employee engagement should never be underestimated – Gallup’s Q12 survey (Overall Growth) • Opportunity to learn and grow • Progress in last six months How can I Grow? • Best friend • Coworkers committed to quality • Mission/purpose of company • My opinions count Do I belong here? (Teamwork) • Encourages development • Supervisor/someone at work cares • Recognition in last seven days • Do what I do best every day What do I give? (Management Support) What do I get? • I know what is expected of me at work • Materials and equipment (Basic Needs)

  14. Getting to the right compensation approach is important “Fair, transparent and rewarding” However “employee wellness” or the softer aspects of what is on offer to employees must not be forgotten.

  15. However without the right culture and climate, alignment will not happen • Shared vision HR systems & professional standards Performance contracts ALIGNMENT Where is the organisation headed, what is its purpose and strategy, and how supportive is the internal environment? EXECUTION How does the organisation execute its strategy and deliver its services? RENEWAL How does the organisation understand, interact with and respond/adapt its situation the external environment? Career opportunities • Openness and trust • Collaboration • Transparent • Discipline • Receptive to change Talent acquisition and development 5

  16. EFI Ultimately, building a “simply irresistible organisation” will drive business performance

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