1 / 7

Decoding HR Success: Know What All Successful Human Resource Organisations Have In Common

HR needs to build a structure that clarifies accountability and responsibility for functional deliver, and establishes a business engagement model that ensures that the line areas know who to approach with their needs, and can rely on to follow through and deliver a worthwhile outcome for them.

scottsumme1
Download Presentation

Decoding HR Success: Know What All Successful Human Resource Organisations Have In Common

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Decoding HR Success: Know What All Successful Human Resource Organisations Have In Common

  2. Selecting and recruiting professionals, managing employees, providing proper training and development skills, ensuring employee safety, health and well-being, assessing and maximising employee performance through different operational ways including provision of compensation benefits and employee perks – There’s a lot more to human resource management than just recruiting an paying employees. http://www.hbaconsulting.com.au/

  3. Building HR practices to support known business outcomes There’s no denying that successful businesses are underpinned by efficient and effective human resource management practices that are applied consistently and equitably. Taking a well-planned, strategic approach to HR planning and implementation helps individuals, managers, teams, departments and the whole organisation perform better. For HR professionals to be influential, they need to be able to look at the business requirements (for now and for the future), understand how they translate to HR actions, and look at all the facets of employment, management, leadership, learning and development within the organisationand align them to meet business objectives. http://www.hbaconsulting.com.au/

  4. Moving from policeman to business partner Good HR isn’t about operating the function as a ‘policeman’, a ‘compliance checker’ or an ‘unavoidable overhead’. Good HR requires the HR team to regularly and meaningfully engage with the line areas, understand their pressures, risks and needs, and identify options for them to consider that will address the identified challenges. It needs to be solutions focused not a ‘blocker’. http://www.hbaconsulting.com.au/

  5. Implementing the right HR Philosophies Happy employees equal happy customers and in turn, the achievement of great outcomes. While struggling organisationsfocus mainly on efficiency and cost-cutting efforts, the more successful ones place value and emphasis on planning and creating a working environment that encourages employees to work with others, to achieve clearly stated and regularly tracked objectives. The HR vision must support the organizational goals and ensure that employees and managers are clear on how they can contribute to a positive environment at work. Everyone needs to know what a ‘good job’ looks like and be given the opportunity to deliver against it. http://www.hbaconsulting.com.au/

  6. Linking HR to Business while delivering ‘business as usual’. HR cant simply sit in the centre of an organization and connect to it via telepathy, hear say or the ‘bush telegraph’. HR needs to build a structure that clarifies accountability and responsibility for functional deliver, and establishes a business engagement model that ensures that the line areas know who to approach with their needs, and can rely on to follow through and deliver a worthwhile outcome for them. http://www.hbaconsulting.com.au/

  7. Contact US Primary Contact Office: 29 Somerville St SPENCE ACT 2615 Telephone : 02 6247 4490 Post PO Box 6262, O'CONNOR ACT 2602 http://www.hbaconsulting.com.au/

More Related