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Strategic HR Resource Allocation

A Process for Aligning your Human Resources Function with Business

Strategy

Don’t Have TimeYou make time

for what is

important

Doesn’t Fit UsFind out what

does fit your

company

Too ExpensiveDon’t just think

about cost,

think ROI

It Won’t WorkNot with that

attitude it

won’t ☺

LIGHTBULB!“Everything begins with an idea.” - Earl Nightengale

Strategic* Strategy describes the destination and how you

are going to get there

Tactical* Tactics describe the

specific actions you are going to take along the way

Ain’t Nobody Got Time For

That!“The trouble is, you think you have time.” - Buddah

* Source: Clearpointstrategy.com & www.dilbert.com

Change Your MindsetYou aren’t HR for an HR Company

Tunnel

Vision

Big

Picture

STEP 04STEP 02

STEP 03 STEP 05STEP 01

The ProcessStrategic Human Resources Allocation

Strategically Allocate

Resources

Identify the Business

StrategyIdentify Major HR

Activities Under Each

Function

Identify HR

Functional Areas

Analyze the Resources

Dedicated to Each

Function

a) Mission, Vision, Core Valuesb) Define Your Culturec) Strategic Plan Goals

Identify the Business Strategy1

THE PROCESS

To be the contractor of choice for our

clients, employees, subcontractors, and

design partners.

Quality, Integrity, Excellence.

VALUES

Achieve sustainable and profitable

growth through operational

excellence.MISSION

Step 1: Identify the Business StrategyMission, Vision and Core Values

VISION

Step 1: Identify the Business

StrategyDefine Your Culture

The Caddell Way is a creed that all employees strive to work and live by. It is a tangible way to explain who we are and who we want to be

THE CADDELL WAY“I am accountable for my actions, respectful and compassionate to others, unmatched in my work ethic, and a positive ambassador for Caddell. I am an important member of the Caddell Team, committed to working toward Caddell’s Mission by focusing on collective success, and embracing a culture of continuous improvement.”

1 2 3 4 5

Ensure a

Bright Future

for our People


StrategyStrategic Plan Goals

Maximize

Profit on

International

Work

Build

Operational

Performance

to

Competitive

Advantage

Grow,

Diversify &

Integrate

Non-Federal

Markets

Implement

Culture of

Continuous

Improvement

1

Ensure a

Bright Future

for our People


StrategyStrategic Plan Focus for Human Resources

Develop our PeopleCurrent actions include: leadership

development, retention and engagement

through competitive pay practices / benefits /

cultural initiatives, and training &

development.

Plan for Succession & ExecuteCurrent actions include: talent

management, succession planning for key

positions and specific focus on key senior

leadership succession.

Goals

Strategies

Actions

Strategic Plan

Structure

Step 1: BONUS – HR VISIONYour “Vision” will help keep you focused on how you will accomplish your mission.

a) Identify the major functions HR is currently performing

b) Identify the major Functions HR should be performing to support business strategy

Identify HR Functional Areas 2

What do we do?

What should we

do?

HR Does Everything!!!What do we do? What should we do?

“You can do anything, but not everything.”

- David Allen

Step 2: Identify HR Functional

AreasIdentify the Major Functions HR is Doing or Should be Doing

Major HR Responsibilities

HR Functional AreasWorkforce Planning Culture

Performance Management

Compliance Requirements Total Rewards

Training & Development x x x x x

Business Partner x x x x x

HR Metrics x x x

Company Condominiums x x

Onboarding & Retention x x x

Compensation x x x x

Talent Management x x

Recruitment x x x x

Benefits x x x x

Leadership Development x

Succession Planning x

Budget & Forecast x

Employee Relations & Communication x x x

Wellness x x

Teambuilding (Employee Engagement) x x

Policies & Procedures x x x

Legal & Regulatory Compliance x x

HRIS Systems x x

Travel x

Iterative Process

Don’t finalize this list all in one

sitting. Think about it, come back

to it again, involve your team, etc.

Step 2: Identify HR Functional

AreasIdentify the Major HR Functions at Your Company

CADDELLHuman Resources Functional Areas

Training & Development


Business Partner

Budget & Forecast

HR Metrics CompensationTalent

ManagementSuccession Planning

Policies & Procedures

Company Condos

Leadership Development

RecruitmentOnboarding &

Retention

Employee Relations &

CommunicationWellness Teambuilding Benefits

Legal & Regulatory Compliance

HRIS Systems Travel

We have identified 20 specific functional HR areas

a) Identify the major activities currently performed under each Function

b) Identify the major activities that should be being performed under each Function

Identify Major Activities

Under Each Function3

Step 3: Identify Major ActivitiesWhat is a Function, versus a Major Activity, versus a Task?

Recruitment Function

Major Activities

1. Professional Staff Recruiting

2. College Recruiting

3. Cleared American Worker Recruiting

4. High School and Workforce Development Outreach

5. Job Posting & Social Media Outreach

• Reviewing resumes/applications

• Setting up interviews

• Screening candidates

• Background investigations

• Reference checks

• Clearance verifications

• Coordinating with Managers

• Travel coordination

• Job offers

• Applicant tracking system

Tasks under Professional Staff Recruiting

For our purposes, tasks are individual items

performed which are part of a larger process

or activity. It is a specific thing you can do and

can check off when it is done.

For our purposes, major activities encompass

multiple tasks, and are significant jobs that need

to be done, but can be logically grouped with

other major activities under a larger function.

How we defined a Function, Major Activity and Task

Tasks

Major Activities

For our purposes, a function is the broadest level to logically group related

activities together. Functions may involve specializations of knowledge and

experience, such as Compensation, Benefits, Recruitment, etc.

Functions

Step 3: Identify Major ActivitiesMajor Activities Grouped by HR Personnel

Corporate Recruiter / EEO Officer

Recruitment

Staff Recruiting

College Recruiting

Job Posting & Social Media Outreach

Onboarding & Retention

International Processing

Coordination

Cross-departmental Communication /

Coordination

Offer to First Day Point of Contact


Corporate EEO Officer

EEO / Harassment Investigations

EEO / Harassment Training

Affirmative Action Compliance

Coordinate & Respond to DOL

Audits

Wellness

Chair of Committee


Assisting with Leadership Pipeline

Evaluations

HRIS Systems

CMiC (Applicant Management)

Applicant PRO (ATS)

Spark Hire (Video Interviews)

myCaddell


Performance Snapshots

Disciplinary Action

Advise Managers on Performance

Coaching

Job Descriptions

Benefits

Strategic Benefit Plan Design

CareHere Point of Contact

Executive Physical Exams

Backup to Benefits Administrator


Maintain / Propose Personnel Policies and Other P&P’s

Enforce Personnel Policies

Compensation

Manage Salary Ranges

Annual Market Analysis

Reporting to Sr. Management

(CompaRatio, etc).

Talent Management

Organizational Talent Summary

Caliper Profile Administrator

Legal & Regulatory

Oversight for Employment

Regulation Issues

Assess Risk & Advise

Management

Succession Planning

Maintain Key Position Succession

Plan

Employee Relations & Communication

Employee Counseling

Company-wide Communications

Service Tracking & Awards

Construction Recruiter

Recruitment

CAW Recruiting

Staff Recruiting

College Recruiting

High School Outreach



Coordination


Coordination

New Hire Paperwork Sign-Up Packages

I-9 / E-Verify Administrator

Facilitate First Day Orientation


Plan & Coordinate Company Events

Teambuilding

Chair of Committee

Coordinate Community Service

Opportunities

Benefits Administrator

Benefits

Invoice Payment / Reconciliation

FMLA Process

Employee Benefit Consultations

401k Plan Maintenance

Cobra Process

Alliance Insurance Point

of Contact

Wellness

Committee Member

Gym Membership Reimbursements

HRIS

CMiC

PlanSource

VCM (Employee Personnel File Maintenance)

Corporate Travel Manager

Travel

Book Travel (Air, Car & Hotel)

Process Country Visa’s

Negotiate Rates with Travel

Vendors

Ticket Exchanges & Travel Problem

Solving

Manage Travel Profiles

Educate / Communicate

Travel Information


Communication


Director of Human Resources

Business Partner

Advise Management on HR / People / Risk

Issues

HR Metrics

HR Health Report (TBD)


Advise Managers on Employee

Development

Budget & Forecast

Forecast and Manage HR G&A


Caddell 101 Orientation Program


Leadership Pipeline

HRIS Systems

Management & Oversight of all HRIS

Systems

* Functions/Major Activities as of January 2018

Corporate Recruiter / EEO Officer

Recruitment

Staff Recruiting

College Recruiting

Job Posting & Social Media Outreach



Coordination


Coordination

Offer to First Day Point of Contact


Corporate EEO Officer

EEO / Harassment Investigations

EEO / Harassment Training

Affirmative Action Compliance

Coordinate & Respond to DOL

Audits

Wellness

Chair of Committee


Assisting with Leadership Pipeline

Evaluations

HRIS Systems

CMiC (Applicant Management)

Applicant PRO (ATS)

Spark Hire (Video Interviews)

myCaddell

Director of Human Resources

Business Partner

Advise Management on HR / People / Risk

Issues

HR Metrics

HR Health Report (TBD)


Advise Managers on Employee

Development

Budget & Forecast

Forecast and Manage HR G&A


Caddell 101 Orientation Program


Leadership Pipeline

HRIS Systems

Management & Oversight of all HRIS

Systems


Performance Snapshots

Disciplinary Action

Advise Managers on Performance

Coaching

Job Descriptions

Benefits

Strategic Benefit Plan Design

CareHere Point of Contact

Executive Physical Exams

Backup to Benefits Administrator


Maintain / Propose Personnel Policies and Other P&P’s

Enforce Personnel Policies

Compensation

Manage Salary Ranges

Annual Market Analysis

Reporting to Sr. Management

(CompaRatio, etc).

Talent Management

Organizational Talent Summary

Caliper Profile Administrator

Legal & Regulatory

Oversight for Employment

Regulation Issues

Assess Risk & Advise

Management

Succession Planning

Maintain Key Position Succession

Plan


Employee Counseling

Company-wide Communications

Service Tracking & Awards

Construction Recruiter

Recruitment

CAW Recruiting

Staff Recruiting

College Recruiting

High School Outreach



Coordination


Coordination

New Hire Paperwork Sign-Up Packages

I-9 / E-Verify Administrator

Facilitate First Day Orientation



Teambuilding

Chair of Committee

Coordinate Community Service

Opportunities

Benefits Administrator

Benefits

Invoice Payment / Reconciliation

FMLA Process

Employee Benefit Consultations

401k Plan Maintenance

Cobra Process

Alliance Insurance Point

of Contact

Wellness

Committee Member

Gym Membership Reimbursements

HRIS

CMiC

PlanSource

VCM (Employee Personnel File Maintenance)

Corporate Travel Manager

Travel

Book Travel (Air, Car & Hotel)

Process Country Visa’s

Negotiate Rates with Travel

Vendors

Ticket Exchanges & Travel Problem

Solving

Manage Travel Profiles

Educate / Communicate

Travel Information


Communication


Step 3: Identify Major ActivitiesIdentify the Major HR Functions at Your Company

Determine which functions are over/under resourced (Gap Analysis)

Analyze the Resources

Dedicated to Each Function

4

Step 4: Analyze ResourcesWhich Functions are Over-Resourced or Under-Resourced?

A few questions to get you started…

1. Which functions are the strategic priorities?

2. What is the effectiveness/success of the

function?

3. Could effectiveness be improved with

additional resources?

4. Where are your HR people spending their

time?

5. Can we borrow resources currently

dedicated to another function?

6. If a function isn’t being done well, what

needs to change so that it will be done well?

Get Into the Weeds

Step 4: Analyze ResourcesGap Analysis Outcomes for Caddell – T&D

Training & Development Function

Analysis Determination: The function was under-resourced and resources needed to be added.

1. Is this function a strategic priority?Yes – direct impact on Strategic Plan Goal #1

2. What is the current effectiveness/success of the function? Poor – it is largely non-existent

3. Could effectiveness be improved with additional resources? Yes

4. Do we have available people resources? No – current HR staff has neither the time nor expertise

5. Can we borrow resources currently dedicated to another function? No – doesn’t solve #4

6. What needs to change so that it will be done well? Dedicated personnel with specific expertise

Step 4: Analyze ResourcesGap Analysis Outcomes for Caddell - Metrics

HR Metrics Function

Analysis Determination: The function was under-resourced and needed more dedicated focus.

1. Is this function a strategic priority?Yes – important to measure success with strategic initiatives

2. What is the current effectiveness/success of the function? Poor – no KPIs tied to strategy

3. Could effectiveness be improved with additional resources? Yes

4. Do we have available people resources? Yes – just need to allocate time

5. Can we borrow resources currently dedicated to another function? Yes – from lower priority

function(s)

6. What needs to change so that it will be done well? Dedicated time and focus

Step 4: Analyze ResourcesGap Analysis Outcomes for Caddell - Condo

Company Condominiums Function

Analysis Determination: This function was over-resourced.

1. Is this function a strategic priority?No

2. What is the current effectiveness/success of the function? Good

3. Can we shift resources to another function? Yes – Metrics, Leadership Development, Talent

Management, etc.

a) Prioritize resources according to business strategy

b) Allocate resources accordingly

Strategically Allocate

Resources

5

Step 5: Allocate ResourcesPrioritize Resources According to Business Strategy

• Recruitment

• Talent Management

• Succession Planning

• Training & Development

• HR Metrics

Lowest Priority Functions

Highest Priority Functions

• Company Condos

Step 5: Allocate ResourcesAllocate Resources According to Business Strategy

Function Allocation of Resources

RecruitmentIncreased recruiting budget by 80%. Cross-trained existing recruiters. Implemented additional screening and onboarding tools to make our process more effective/efficient.

Talent Management Cross-trained existing staff to help with specific talent management functions.

Succession Planning Implemented monthly Succession Planning meetings with Senior Management.

Training & DevelopmentCreated a T&D Plan which included a significant investment in T&D resources. Increased budget to add a T&D Manager role, and to implement an LMS.

HR MetricsCreated key metrics with KPI's to align with strategic goals. Developed quarterly HR Metrics Report for accountability and communication.

Company CondosA committee outside of HR was appointed to manage the operations of the company condominiums, allowing HR time to be allocated elsewhere.

Step 5: Allocate ResourcesHR Metrics Report

OutcomesWhat will this do for you?

Help HR be more effective in support of the business

• Focus on what matters to the business

• HR success directly affects business outcomes

Help you be viewed as a more trusted and valued business

partner• Articulate how HR directly supports business strategy

• Provide KPI’s that indicate success in supporting business strategy

• HR strategic value will become obvious

Help you think more strategically

• Growth comes through use

• Develop greater capabilities

Drive Culture ChangeDefine Your Culture

The Caddell Way is a creed that all employees strive to work and live by. It is a tangible way to explain who we are and who we want to be

THE CADDELL WAY“I am accountable for my actions, respectful and compassionate to others, unmatched in my work ethic, and a positive ambassador for Caddell. I am an important member of the Caddell Team, committed to working toward Caddell’s Mission by focusing on collective success, and embracing a culture of continuous improvement.”

Questions?Feel free to reach out if you have questions

Direct Line: 334-394-0142

[email protected]

LinkedIn: Matt Abele, SHRM-SCP

Contact InformationQUESTIONS?

THANK YOU!

Documents

WiFi - hrted.agc.org. HR... · Password: officeteamfield Sponsored by: Strategic HR Resource Allocation A Process for Aligning your Human Resources Function with Business Strategy