HR Introduction and 21st century HR vision

HR Introduction and century HR vision Ta Thi Hong Hanh st 21 Objectives Understand the key global trends in the workplace and workforce that will have the greatest impact on HR Identify the HR practitioners’ role Define the term human resource transformation and the way to transform HR What is a trend? Trends give us clues about the challenges of the future Preparing for meeting these challenges requires leadership The study of trends can provide clues about what should be done to transform HR departments to meet present and future organizational and individual needs HR trends Technology Globalization of business Cost control orientation in organizations Speed in market change Knowledge Capital Critical Change What else can you think of? What trends in Vietnam? HR trends in Vietnam Workforce diversity HR information system HR cost Job diversity Government law and policies Trends HRM requirements E-recruitment Selection: increased use of testing Compensation: Training: thinking of more on the job rewards Development and in a broader competency- building sense E-learning Work from home… HR practitioners’ roles Past… Paper shuffling bureacrat Compliance Officer/Cop Hit man (or woman) Present Performance consultant OD consultant Business partner Ethics “cop” Talent recruiter, developer and retainer Leader … Any things else, are you? Integrate Business HR functions Employment law HR transformation HR as performance consulting Is the systematic process of discovering and analysing important human performance gaps, planning for future improvements in human performance, designing and developing costeffective and ethically justifiable interventions to close performance gaps, implementing the interventions, and evaluating the financial and non financial results Performance analysis model The present situation The difference b/t what is and what should be What is the cause (causes) Of the difference What strategies could improve performance How should the strategies be Implemented? Negative consequences or side effects of implementing strategies Modify strategies to minimize negative consequences, side effects The ideal situation HR focused on ethics What is right or wrong? What we believe and value? Who are the customers we serve, and what should we for them? What results we value? What are we proud of? What we want to be reported to the public? To shareholders? To government regulators? What is legal, and what is illegal? What is moral, and what is immoral? HR focused on talent management Attracting the best Developing the best Retaining the best Other activities are selectively addressed and/or are outsourced Talent management High Performance High Potential Star Low Cow Low Problem child Deadwood HR focused on outsourcing To save money/reduce costs To control legal risk To gain access to vendor talent/expertise To streamline HR functions To offer services that HR would otherwise not be able to offer To allow the organization to focus on its core competencies HR functions that are outsourced completely, partially or not at all No of respondent: 1681 Nguồn bên hoàn toàn Nguồn bên phần Huấn luyện phát triển điều hành 4% 16% 80.0% Phát triển HRIS 4% 11% 85.0% Tuyển dụng nhân viên 4% 26% 70.0% Tuyển dụng nhà điều hành 4% 24% 72.0% Quản trị rủi ro 4% 8% 88.0% Chiến lược/kế hoạch truyển thông nhân viên 1% 9% 90.0% Quản lý kết công việc 1% 2% 97.0% Các chương trình phát triển/đào tạo 1% 20% 79.0% Chính sách phát triển thực thi 0% 4% 96.0% Hoạch định chiến lược kinh doanh 0% 4% 96.0% Các hoạt động Nguồn: HR outsourcing survey report Không sử dụng Cost savings resulting from HR Outsourcing 40% 35% 30% 25% 20% 15% Series1 10% 5% 0% Achieved cost Cost saving remained about the same Incurred cost Do not know increases HR focused on organization development (OD) and change management (CM) Six ways to manage change Coercive Persuasive Leadership change Legalistic/policy Dialectic Education/ changed norms Jicks’ s Ten steps for Implementing Change Step 1: Analyze the Organization and the Need for change Step 2: Create a Shared Vision and Common Direction Step 3: Separate from the Past Step 4: Create a Sense of Urgent Step 5: Support a Strong Leadership Role Step 6: Line Up Political Sponsorship Step 7: Craft an Implementation Plan Step 8: Develop Enabling Structures Step 9: Communicate, Involve People and Be Honest Step 10: Reinforce and Institutionalize the Change Kotter’s Strategic Model for Transforming Organizations Establish a Sense of Urgency Form a Powerful Guiding Coalition Creating a Vision Communicating the Vision Empowering Others to Act on the Vision Planning for, and Creating, Short-term Wins Consolidating Improvements- Producing More Change Institutionalizing New Approaches GE ‘s Change Model Leader Behavior Creating a Shared Need Shaping a Vision Modelling Commitment Making Change Last Monitoring Progress Changing Systems and Structures Change Readiness People with personal power Managers Newcomers Change should be Problem solving Identify a problem Find out what causes it Consider possible solutions Select and Implement the solution Positive change Indentify what is going right Think about how to leverage It Take action Innovate Discovery What gives life? Appreciating Dream Destiny What might be true? (Imagine what the world is calling for) Envisioning What will be? (how to empower, learn and adjust/improvise) Sustaining Design How can it be? (determining the ideal) Co-constructing ... developer and retainer Leader … Any things else, are you? Integrate Business HR functions Employment law HR transformation Traditional problems with HR leading to HR transformation Complains… ? ?HR practitioners... Options for HR transformation Choice 1: HR as performance consulting/HPI Choice 2: HR focused on ethics Choice 3: HR focused on talent management Choice 4: HR focused on outsourcing Choice 5: HR focused... Understand the key global trends in the workplace and workforce that will have the greatest impact on HR Identify the HR practitioners’ role Define the term human resource transformation and the