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Presentation from the ERE Expo Fall 2009, presented by Kristen Carroll.
Citation preview
HR Strategy: Is your team delivering
strategic value? Kristen Carroll Director, Talent Management Elliot Health System President/Principal Consultant Talent Management Strategies www.talentmgmtstrategies.com
Personnel Department
“Why We Hate HR” By Keith H. Hammonds
Source: http://www.fastcompany.com/magazine/97/open_hr.html
HR people aren’t the sharpest tacks in the box.
HR pursues efficiency in lieu of value. HR isn’t working for you. The corner office doesn’t get HR (and vice
versa).
Common Perceptions
HR is disconnected from the business HR functions in a silo HR does not draw the best and the
brightest HR is weak HR is all about paper/lacks technical savvy
Where do you rank? Does your top HR leader report to the
CEO? Are HR reports and metrics reviewed
and analyzed? Do they drive the company’s talent strategy?
Do you have a talent strategy? Do you have a compensation
philosophy? Was it driven internally? Is the top HR Leader involved in decision
making for C-level searches?
Speaking the Language of the Business
Monetary measurement of all components of HR Data driven indicators Utilizing technology effectively Development of key metrics and statistics Making a business case for all HR matters Identifying and implementing proactive solutions
related to people and talent Publically celebrating wins
W.W.S.P.D.? (What would a Strategic Partner Do?)
1. The Senior Team/Board outsources compensation analysis for all VP level and above roles. The data is consistently out of line with accepted market data, and creates compression issues with Director level roles. Additionally, the compensation philosophy of the outsourced agency does not match that of HR.
2. The Senior Team/Board proceeds against the advice of HR and retains a CEO who has been accused of multiple sexual harassment charges, which appear to be substantiated.
3. The Finance Dept. convinces the CEO that the 20 MM spent on overtime during the past year is all related to recruitment issues. The CEO assigns the organization’s goal of reducing OT to HR.
A Strategic Partner…
…identifies solutions, not just problems. …understands and helps drive business
goals and financial objectives. …is a mentor to senior leaders. …doesn’t just implement changes, but
creates them. …is an effective, strong, determined
leader.
Contact Info
Kristen Carroll, President/Principal Consultant [email protected]
Main Number: 857-540-1610
www.talentmgmtstrategies.com