add value to the company's existing and future strategic plans? Saving Changes...
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Rajeev SharmaPrincipal Consultant | Strategy, EA CoE | Digital Transformation, AI and Gen-AI| Tech MahindraGurgaon, Haryana, India
Adoption of "Digital Transformation" for Enterprises 2.0 or Industry 4.0 is an example of strategic plans for any organization. Strategic objective is to digitally equip an organization for getting competitive advantages. Strategic plan and implementation approaches depends on independent organization.
Do better understand example pl explore further - Digital Transformation, Enterprise 2.0 and Industry 4.0
Rajeev Saving Changes...
Deepesh RammoorthyICT Project Manager ( PMP®AgilePM®Certified ScrumMaster® (CSM®))| Australian Red Cross Blood ServiceTarneit, Vic, Australia
Human Capital Management is a buzzword . There are service providers offering complete integrated digital solutions much like an ERP to improve the efficiency of the Human Resources function by coupling streams of Human Resource Management like Workforce Management, Remuneration, Training and Development, Employee Self Service, Talent Acquisition and Retention, Analysis and Reporting into one easy to manage software package.
THis is a positive step towards eliminating silos in the business function and also a step towards making the department more lean and using the strength of Technology to improve business processes and speed up workflows
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1 reply by Riyadh Salih
Jan 11, 2018 2:23 AM
Riyadh Salih
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Thank you Deepesh but this could be a long journey to train HR to use SAP for example.
Human Capital Management is a buzzword . There are service providers offering complete integrated digital solutions much like an ERP to improve the efficiency of the Human Resources function by coupling streams of Human Resource Management like Workforce Management, Remuneration, Training and Development, Employee Self Service, Talent Acquisition and Retention, Analysis and Reporting into one easy to manage software package.
THis is a positive step towards eliminating silos in the business function and also a step towards making the department more lean and using the strength of Technology to improve business processes and speed up workflows
Thank you Deepesh but this could be a long journey to train HR to use SAP for example. Saving Changes...
HR is one of the more bloated departments in any organization.
Totally agreed Sante Saving Changes...
MARK A ANNUNZIATA, SrVP/EXPERT CONSULTANCY TO THE CONSTRUCTION INDUSTRY| ROMAN STRUCTURES, INC WELLINGTON FLDammam, Eastern Province, Saudi Arabia
Mr. R- I have had the pleasure of serving on an Executive Committee with some excellent HR Managers. Since we worked closely and had great communications we were able to aggressively pursue specific candidates to fulfill turnover, new hire, and future needs. We all worked collaboratively. They allowed me to conduct in depth interviews with Construction Execution candidates to verify Skills and Mental health issues. They were also very Effective at dealing with the myriad of municipal issues for our Organization, as directed by the Program Manager. In summary, it is your management team that will determine how strategic and effective your HR department is at performing their jobs. Like any other group, requiring performance KPI's and setting clear objectives are required by Management. This is my opinion from the trenches.....
M Saving Changes...
Sergio Luis ConteHelping to create solutions for everyone| Worldwide based OrganizationsBuenos Aires, Argentina
It is so simple than @Mark has stated above. I have answered a similar question in other post regarding PMO. I will try to extent @Mark statement with my point of view. If a business unit (HR Dept in this case) has been created after an strategic analysis then the business unit adds value. If not the buisness unit must not exists and the functions/process related to human resources management will be located between other business units. Just in case the HR BU has been located then the responsible of that BU (buisness unit) must contribute creating the actions to achieve objectives. The best way to have a guideline or checklist about to think tactical actions is taking a look to CMU SEI PCMM (People CMM) model. Saving Changes...
It could add value by facilitating strategic objectives rather than hampering them.
The ideal strategic HR department will "go where the puck is going" as Wayne Gretzky said by staying ahead of skills development, compensation changes and so on. Unfortunately, most of the HR departments I've worked with are mired in policy and standards work and are viewed only slightly more positively than internal audit :-)
A good strategic HR function would have a keen understanding of roadmaps and would work with business units to help develop sufficient bench strength in the areas needed to avoid creating bottlenecks when delivering projects.
Thanks to all of you I agree with what said unfortunately most HR viewed as biased to upper management policies trying to curtail employee's benefits for showing saving, where the optimal contribution of HR should be to balance between employees and employer and help with succession plan, training & retention plan.
Thanks to Sergio to highlight People Capability Maturity Model Saving Changes...
