1. HR DELIVERY
National HRD Network
29 May 2009
y
Dr. Sraban Mukherjee
Hero Mindmine Institute Limited

2. Organizations often claim that
“People are our most
“P l t “ HR as a source of
f
important asset” competitive advantage”
Do we really mean it or it is a slogan?
Is it HR or People is a source of competitive advantage ?
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3. Does HR really matter?
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4. What is the image of HR in the eyes of
g y
employees?
Recruiting Interviews
Hire
Hi and Fi
d Fire Org Announcements
O A t
Appraisals Rules and regulations
Do what management says Too slow and bureaucratic
Policies & Procedures Policemen on co policies
Payroll Industrial Relations
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5. To either evolve and achieve
our unique competitive
advantage
HR
COMMUNITY
Or end up getting
eliminated from the race
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6. “Satyam Co pu e s is likely to sac most o
Sa ya Computers s e y o sack os of
its non-billable staff of up to 8,000…”
- Economic Times , 24 May 2009
Who is the Victim? HR
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7. What HR can deliver is more important than what it
does…
the deliverables are capabilities the organization needs to
accomplish its business goals
such as commitment from employees, more efficient systems,
loyalty and the ability to create and implement strategy”
- David Ulrich – Human Resource Champions: The Next Agenda for Adding Value and Delivering
Results , Harvard Business School Press 1997
Let us honestly assess, how
much % of the time we all in
HR, spent on these strategic
areas ?
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8. How Can HR Survive And Prosper ?
p
Move from Success to Relevance
From Success doing things right
g g g
To Relevance doing right things
1. HR as a Customer(manager) and Consumer(employee) driven function
2. HR as a Master Integrator of business and people
g p p
3. HR moving up the value chain in the eyes of its Customer
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9. What are the Roles of HR?
INTEGRATION
Strategic Partner
g Change Agent
g g
Active Role in setting strategic direction Effecting Transformation & Change
Design and implement HR programs that Create cross-functional collaboration &
P
align / fit with the business vision organization readiness to accomplish
R change initiatives & performance results
h i iti ti f lt P
O E
C O
E HR P
S Administrative Expert Employee Champion L
S E
E
S
Process Optimization & Efficiency Motivated & Competent Personnel
Develop employee competences with
Continue improvement of the HR continuous skills & knowledge
processes to optimize operational management; foster achievement /
efficiencies performance recognition programs
TECHNOLOGY
Developing a System-Driven HR Delivery Model with Critical P f
D l i S t Di D li M d l ith C iti l Performance F t
Factors
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Source:Capgemini

10. Why Develop a System-Driven HR?
System Driven
• Create a more strategic role for HR within the enterprise
• Achieve flawless administration of HR services thru continuous
fine tuning systems and processes, eliminating non-value adding
f d l l dd
processes
• Connect with the organizational strategies
• Measure HR performance
Business
Strategy (5%) Business
Strategy (20%)
Organization
Effectiveness (20%)
HR Transformation Organization
Effectiveness ( (40%)
HR Operations
(75%)
HR Operations (40%)
Current HR Service Profile Targeted Future HR Service Profile
The h ll
Th challenge is to maximize the value HR provides to the business,
i t i i th l id t th b i
without losing credibility or performance in the administration tasks
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Source:Capgemini

11. Organizations today are
moving towards Outsourcing
to reduce cost
Too much dependent on
consultants
HR is individual driven
Where Lies
Too much focus on top
The
Problem? Lack of measurement
indices on contribution of
HR in business delivery
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12. Build Organizational Sustainable Capability
u d O ga at o a Susta ab e Capab ty
through an effective Employee Engagement
Platform to unleash and inspire employees to
usiness Plans
perform at their peak
P A continuous simplification in our work –
relevance and simplicity.
p y
Aligning HR Pla to Bu
HR F
Focus
Focus on Structure, Systems and Processes
ans
Continuously assess the HR deliverables on
its effectiveness
g
Identify tools and metrics to track progress
and measure performance of HR operations in
terms of overall business performance.
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13. “The ability to maximize the performance
of your human assets relies on the
abilities to measure their attributes,
,
exploit the strengths and examine the
weaknesses”
Thank You
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