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“Linking The Business and The Organisation with HR”
HR in Transformation
By Dennis Schmidt Pedersen, SVP HR
December 2013
Linking The Business and Organization with HR
Current State Future StateBusiness Objectives
Opportunities & Challenges
How do we get from here to there?What do we have to do? Do we have the resources?
What competencies do we require?
Where are we today?
Where do we want/needto be tomorrow?
PwC
IT & HRProces
optimization
LeadershipDevelopment
Human Capital
Int. HR Law& Labour
Market
Company &Employer Branding
OrganizationalDevelopment &
People & Change
WorkforcePlanning
OrganizationalReview
PC3
Who We Are
4
• An international specialty healthcare companydedicated to rare diseases.
• Key therapeutic areas are Inflammation and Geneticdiseases, with a growing focus on Haemophilia andNeonatology.
• A pioneer in biotechnology with world-class capabilities inprotein biochemistry and biologics manufacturing.
Our Mission
Seth was diagnosed with the rare disease NOMID at the age of four.
Our mission is
to develop and deliver
innovative therapies
that improve the
lives of patients.
5
Strategic Priorities
1. Near-term focus on growth in keytherapeutic areas, with sustainablepositive cash flow from operations.
2. Medium-term investments to ensuresuccessful commercialization of ourlate-stage pipeline.
3. Long-term growth will comeorganically and through acquisitionsin key therapeutic areas.
6
Linking The Business and Organization with HR
Current State Future StateBusiness Objectives
Opportunities & Challenges
How do we get from here to there?What do we have to do? Do we have the resources?
What competencies do we require?
Where are we today?
Where do we want/needto be tomorrow?
HR focus 2013-2014
Transforming the HRfunction from being
primarilytransactional,towards being
transactional as wellas a strategic asset
11
The transformation
12
1.
Create and align an HRBusiness plan – close
the gaps – ask thecustomers
2.
Finalize the HRDepartment
organisation – defineand prioritize HR KPI`s
and output
3.
Deliver
Create a solid HRGovernance structure
& HR analytics
4.
Do HR for HR
16
Comp & Ben,law and
labor market
Company &Employer Branding
OrganizationalDevelopment &People & Change
LeadershipDevelopment
Human Capital
OrganizationalReview
IT & HR ProcessOptimization
Work ForcePlanning
SobiVision
HR Deliverables – HR Operating Model
End state - What does success look like in 2015?
21
•HR as a strategic asset:• HRBP fully integrated in LT`s
• Used as business ally and strategy architect
• Manages Organizational Review- and Organizational design processes.
• In a position where they proactively can influence the Triangle
•Transactional HR Deliverables:• Outside – in HR
• Cornerstone® implemented and the HR Operating model implemented andintegrated on the platform
• paperless trails
• Dashboard
• HR resources mapped and integrated in the HR community