战略人力资源计分卡创建组织能力与价值

CreatingCredibilityandOrganizationalValue

LaunchingandManagingyourStrategicHRScorecard

SpecialThanksJeffHackel VeridianHomesLauraJaggi NorthCentralManagementVickiKampmeier TDSLeeWiersma UWCreditUnionDianeRivers BerbeeInformationServicesJodiChandler FirstBusinessFinancialClaudioDiaz WipfliLLPJaneLindebak HomeSavingsBankScottPollak PwC–SaratogaJimEllis PwC–Saratoga“ItiswithgreatgratitudeandhumilitythatIthanktheseleadersandorganizationsfortheirfaith,dedication&sacrifice.Withoutit,thisprojectwouldnothavesucceeded.” DanLoichinger,CMC2Today’sAgendaIntroductions/Background10MinutesReadinessAssessment10MinutesTools&Methods30MinutesHRValueProposition15MinutesLessonsLearned15MinutesQuestions&Answers10MinutesPresenterBiographies

3BackgroundEightMadison-areaorganizationsworkedonaStrategicHRMeasurementandDevelopmentprojectwithexecutivesintheirrespectiveorganizationsTodaywewillusetheexperiencesfromthatprojecttodiscusslaunchingandmanagingaStrategicHRscorecard,covering:Howtheprojectwasconceived,formedandexecutedKeyconceptsfrominitialGMASHRMpresentationMethodologiesandtoolsusedintheprojectParticipantreactionsandkeypointstosharewithpeersLessonslearned4Background–ProjectDevelopmentTheStrategicHRMeasurementandDevelopmentprojectbeganwithaGMA-SHRMpresentationonhumancapitalmeasurementConcurrently,alocalHumanCapitalAlliance(HCA)wasestablishedwiththecharterofbetterunderstandingstrategicHRmetricsAfterfurtherdiscussions,afewkeyHCAmembersagreedtobecomeSteeringCommitteememberstolaunchtheStrategicHRMeasurementandDevelopmentinitiativeAnorientationsessionwasheldtogaininterestandcommitmentofadditionalparticipantsThreeworkshopsweredesignedandexecutedoverathreemonthperiodinearly20065Background–Multi-ClientChallengesCompanyXResultsIndustryBenchmarks“Target”25PercentileMedian75thpercentileHRHeadcountRatio122:160:192:1111:1MedianHRExpenseperFTE$1,359$1,253$1,610$2,211MedianHRLaborCostperHRFTE$91,028$66,180$80,143$92,288MedianVariedmetricsthatareimportanttoeachorganizationDifferingstrategiesandpeopledriversMultipleperspectivesontargetsettingandadditionallayersofintendedaudiences6Background–LineofSight:StrategytoMetricDevelopanimbleworkforcewithreach

DevelopasuccessionplanforsustainableworkforceBecomeanEmployerofChoiceandimproveemployerreputationMetricsRevenueperFTEPoorQualityHireRateHumanCapitalROIVoluntarySeparationRateCompaRatioAverageTenurePeopleDriversBusinessStrategiesIncreaseWorkerProductivityDriveWorldClassHiringPracticesAlignWorkforceToGoalsDeveloptheLeadersoftheFutureInvestinEmployeeTrainingControlExpensesEngageEmployeesPayEmployeesAppropriatelyDevelopCultureBenchStrengthTrainingCostFactorLaborCostAsaPercentofRevenuePeopleStrategiesToMeetRequirementGrowtheBusinessImproveProfitabilityGreaterMarketAgilityandResponsiveness7Background–GMASHRMPresentation:

TheRoleofHRMeasurement

Provideacommonlanguageto:Developworkingrelationshipsw/businesspartnersSetexpectationsCommunicateresultsProvideanobjectivemeansto:Communicatefinancialimpactofinvestmentsorganization’shumancapitalQuantifyreturnoninvestmentsintheHumanResourcesfunctionProvidecomparisons:OvertimeBestpracticesinternallyGivesanideaofwhatisandwhatmaynotbepossibleforyourorganization8Background–GMASHRMPresentation:

TheBenefitsofEffectiveHRMeasurement

EnablesHRtoaddresswaystodeliverservicesthatarebetter,smarter,faster,cheaperProvidesdetailsexecutiveswanttoknowonwhereyoustandrelativetopeergroupAllowsHRtogainsupportforstrategicvalue-addedservices(successionplanning,performancemanagement,leadershipdevelopmentetc.)Helpstoalignprioritiesandresourcestodirectlysupportthecompany’sever-changingbusinessinitiatives&workforcerequirements9Background–GMASHRMPresentation:

OptimizingHR’sRole

OptimalHROrganizationPerformanceRequiresStrategicAlignment…ConfiguringHRtodeliverhighvalueservices,practicesandprogramsthatmeetbusinessandhumancapitalneedsHRServiceDeliveryStrategyPracticesServicesProgramsHumanCapitalStrategyBusinessObjectivesPrioritizesSupportsDrivesExecutesWhereHRfocusesamajorityofitseffort10TalentOptimizationWorkforceEngagementWorkforceAnalyticsHRServiceDeliveryEffectivenessHRCustomerSatisfactionProcessEfficiency&CostEffectivenessSurveyMetricsHRProgramEffectivenessProgramSatisfactionTotalProgramCostsBylinkingopinionstooutcomeswecanidentifytheleadingindicatorstofutureoutcomesBackground–GMASHRMPresentation:

DecisionGuidanceModel

11WorkforceWorkforceEngagementSurveyWorkforceAnalyticsMetricsTurnoverdriversinourorganizationare

SupervisorOpportunityCompensationVoluntaryturnoverinourorganizationis

22%Andcostsus

$17MBackground–GMASHRMPresentation:

DecisionGuidanceModel

12WorkforceProcessEfficiency&CostEffectivenessWorkforceAnalyticsWorkersshowLowRevenue/EmployeeHighTurnoverRateTraininginvestmentperemployee

Is25percentileor lowerHRDeliveryMetricsBackground–GMASHRMPresentation:

DecisionGuidanceModel

13pwcReadinessAssessmentSaratogaMadisonHCA–MeasurementOverviewManagingandCommunicatingResultsGainingBuy-inBusinessCaseforMeasurementUtilizingScorecardsDefiningscopeofmeasurementDeterminingreturnonmeasurementinvestmentAssessingriskstosuccessfulmeasurementprogramsIdentifyingresourcesformeasurementConfirmingorganizationalgoalsandstrategiesConfirmingseniorleadership’sexpectationofHRSeekinginputonkeymetricsBeginningstakeholderchangemanagementprocessDeveloplineofsightfrombusinessstrategytoHRLinkMetricstoStrategyDefineeffectivevs.ineffectivemetricsEvaluatestandardvs.non-standardmetricsMovetodatacollectionAvoidingcommonpitfallsIncludinganalysisofresultsalongwithmetricsSettingTargetsManagingmultiplescorecardsConsidering“nextgeneration”ofmetrics15OpeningThought:AllEyesAreonHRTheaverageorganizationinvests28¢incompensationandbenefitstoget$1inrevenueRETURN?16ConductingStakeholderAssessmentsStakeholderGroupInformationRequirementsHowDoneTodayWhatarethe“educationalrequirements”HowCanbedoneBetterRiskstoChangingExecutivesLineGeneralManagementLineUsersHRUsersIT17pwcToolsandMethodologiesSaratogaMakingaBusinessCaseDefineobjective/initiative/issueListoutassumptionsEstimaterevenuegenerated/preserved/costssavedCoststoachieve(hardandsoft)WhowillexecuteTimeframeProbabilityofsuccessBusinessCaseMeasurementReturnDeliverablesResourcesRisks19MeasurementReturnWorkforceandHRMeasurementleadstothreetypesofimprovements:HREfficiencyHREffective-nessWorkforceImprovementMagnitudeofImprovementLineandExecutiveInterest20Mea爪sur川eme换nt顶Del毒ive哗rab阶lesDeliverableNamePurposeMediaFrequencySupportCorporatePeopleReportAnnualpresentationtoBoardonworkforceinvestmentHardandSoftcopyreportAnnuallyNumberssupporttext,analysisandfindingsHRScorecardReviewatHRLeadershipmeetingsHardcopySpreadsheetMonthlyLeadershipcommitmentandfollowthroughonresultsHiringStrategyReviewAssessHiringSourcesTablesandanalysisAdhoc–asneededSupportbusinessstrategiesWorkforceScorecardDelivernear-realtimedatatolinemanagementWeb-basedportal&applicationWeekly/Bi-weeklyTechnology,Changemanagement,etc.Samp陷les前incl妖ude21Mea装sur捉eme猎nt呆Ris杨ksOur卷Nu淡mbe钳rP痛ara甜doxAnyo碰net标hat’输sde幸velo祥ped软anu鹊mber踢vie竟wsi亲tas辆flu兴id,翼dyna念mic,灭“Wo椒rks逃inP顿rogr披ess”ButAnyo万net攻hat般view直sa张numb州erc赵onsi排ders门it宇the驴“Roc虽kof见Gib径ralt磁ar”Giv电ey辱our店sel拴fe饰nou孙gh勤tim胳et中or晚evi报ew/岗ref榨lec洋to神nt叙he常res双ult筐sSoc喊ial陶ize带th带er驴esu快lts享in盐dr暑aft赏fo萌rmSee同kf怪eed慕bac放k.父Wo紫rk扶in唐eve碰re苍nla连rgi垄ng松cir令cle冻s,惹sta辱rti肿ng嗽wit委h“弊fri哑end壶lie肚s”载and森mo唱vin岂gt丘owa阁rd帖“in算flu鞋ent帜ial挑”Dev组elo掘pt吊he恶sto屈ry.观T泛he撞sto蛛ry逝is绘wha虏ty周ou及com忆mun阳ica诉te.昏N斤umb和ers山su幼ppo撒rt烈the钥st萍ory退.22Meas壳urem敬ent蹄Reso哀urce学sPeop草leSyst堡emsInfo需rmat私ionCons犬ulta图ntsIndi膨vidu于alc少ontr挖ibut炮or,被(hal伸fti钻me?)Dire屑ctor骡and惹Tea混mExi韵sti冈ng忽Rep简ort赖ing镇Te院amRun逮nin淡gq护uer钉ies稍on设ex第ist映ing宫sy而ste录ms气and唇ex努por程tt照oe着xce居lDeve汁lop滔acu挎beData阴War预ehou沿sea目ndI丧mple劣ment摔atio冤nSara这toga攀or调Othe对rsu鲁bscr挪ipti舱onsSurv戏eyn急orma流tive邪dat挪abas维esAsso请ciat怨ions娱/Con胳sort步iumsTra魄ini惑ng/宴Con僻fer倾enc匹es/丹Eve叨ntsProj疏ect序Mana旺geme极ntAnal艰ysis险&C艺ommu柔nica偿tion川sTra订ini众ng/血Cha犁nge斑Ma厉nag意eme腹nt23Stra匠tegi笨es-衔Def再init芽ionBusi薯ness余Str场ateg岩iesPeop乓leS坟trat糖egie讯sBus可ine仁ss洪Str幸ate沟gie乒sPeo座ple毕St杠rat考egi栏esNee佣dt香oL烂eve尾rag絮e(i.邻e.昼cop喷y)exi摄sti籍ng阿lan冰gua泽ge该and陆do刑cum副ent扒ati练onThe逐over押all课plan各tha蒙tdr芒ives蹈act骡ions皇to质achi液eve喉busi仿ness丽obj叠ecti港ves蹈for春ano统rgan岸izat终ionAn贫org倡ani计zat乎ion蚊’s短ove福ral凉lp接lan预fo糕ri贷ts置hum胸an礼cap现ita变l(双wor旺kfo粗rce锐)t复hat包id丧ent毁ifi匆es通are近as逮to管exe储cut略eb朵usi粮nes纸ss逼tra办teg迷ies睬an松da贼chi坊eve抢bu事sin浸ess血ob煤jec妙tiv血esSel零ect闪th颗et范op举two贺to辫fo漫ur兰str候ate源gie居sm辟ost赵cr稳iti斧cal24Stra锁tegi旗es–源Sam矛ple凑Busi钢ness景Str锁ateg器iesBusi增ness俭Str沉ateg滴iesPeo滚ple回St折rat驼egi耀esSamp别leB曾usin烦ess判Stra央tegi红esNee绩dt柄oL妻eve遮rag故e(cop瞒y)exi醋sti搏ng阳lan罗gua丽ge饿and畜do畜cum醒ent贴ati蹲onImp往rov陈eP满rof跃ita有bil碎ity脆/S逗har第eho垄lde鹿rr揪etu歉rnGrow剖Rev煌enueCont胁rol惭Cost丸sImpr筹ove猪Cust成omer妙Ser盯vice蠢/Sa悟tisf累acti冒onDev熊elo于pN销ew像Pro逢duc罗tsExp旨and净Ge殊ogr版aph掌ica质llyAcqu毕ire控and市Merg纹eNe怠wBu净sine蔑ssesImp井rov傅eS嗽afe并tyImp朱rov报eL恒ead翻ers亮hip赵/B流usi瞎nes漆sS房诚ust搬ain稻abi岸lit便y25Stra幼tegi量es–铸Sam股ple归Peop坦leS谊trat述egie献sBusi悔ness毁Str话ateg驳iesPeo膜ple鄙St梯rat烂egi摘esSamp朱leP勾eopl涉eSt柜rate降giesNeed锐to戴Leve下rage(cop榨y)exis古ting辞lan凉guag专ean榜ddo松cume泰ntat殊ionAtt耗rac茫tt钩he她Rig粥ht劫Tal达entRet趴ain叛th陈eR猛igh踩tP煮eop袭leRewa坡rdA液ppro还pria强tely术for私Bot岂hCo姨mpan知yan奏dEm国ploy摧eeDev射elo石pT俩ale雄ntRun源HRL路ike拔aBu鸣sine经ssLea找der昼shi蒜pD悬eve穷lop隔men平tDev贯elo办pa揉Cu来ltu杨reEnga学get接heW兽orkf疼orceMana暂geP鸟erfo侮rman什ce26Peo尚ple蚊Dr牲ive愈rs爷–T冠he愈Bri杜dge软Be工twe崭en榴Str众ate棚gie专sa巾ndHRI照nter匹vent转ionsPeo默ple彻Dr编ive禾rsPeo钟ple粒Dr掩ive反rsPeo智ple孤Dr偷ive属rs储are昂ou膜tco放mes怀of仆HR间in倾ter部ven骑tio极ns谷(pl发ans栗,p前rog均ram袭s,已act段ivi怒tie墨s,海etc折.)排tha已ta良tte听mpt柔to惰ac访hie耗ve撒the欢st柱rat需egi乖esPeop荡leD齿rive胀rsa窝ren亦ott头heinte锣rven肠tionthem闲selv膏esFor夜exam愧ple田“imp杯rov撇ec偏omm兄uni盟cat达ion技sb宽etw壤een悲st果aff殊ing钥an桐dt笑he赴lin望e”mi挺ght浅bean俯int旺erv正ent三ionto签ach茄iev司et要he旷peo页ple里dr巷ive版ro鞭f“Driv矩eWo虑rld糖Clas南sHi粪ring”pr修acti令cesMea婆sur加in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