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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
Step 1: Identify the Business
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
Step 1: Identify the Business
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
Performance Management
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
Legal & Regulatory Compliance
Corporate EEO Officer
EEO / Harassment Investigations
EEO / Harassment Training
Affirmative Action Compliance
Coordinate & Respond to DOL
Audits
Wellness
Chair of Committee
Leadership Development
Assisting with Leadership Pipeline
Evaluations
HRIS Systems
CMiC (Applicant Management)
Applicant PRO (ATS)
Spark Hire (Video Interviews)
myCaddell
Performance Management
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
Policies & Procedures
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
Onboarding & Retention
International Processing
Coordination
Cross-departmental Communication /
Coordination
New Hire Paperwork Sign-Up Packages
I-9 / E-Verify Administrator
Facilitate First Day Orientation
Employee Relations & Communication
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
Employee Relations &
Communication
Plan & Coordinate Company Events
Director of Human Resources
Business Partner
Advise Management on HR / People / Risk
Issues
HR Metrics
HR Health Report (TBD)
Training & Development
Advise Managers on Employee
Development
Budget & Forecast
Forecast and Manage HR G&A
Onboarding & Retention
Caddell 101 Orientation Program
Leadership Development
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
Onboarding & Retention
International Processing
Coordination
Cross-departmental Communication /
Coordination
Offer to First Day Point of Contact
Legal & Regulatory Compliance
Corporate EEO Officer
EEO / Harassment Investigations
EEO / Harassment Training
Affirmative Action Compliance
Coordinate & Respond to DOL
Audits
Wellness
Chair of Committee
Leadership Development
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)
Training & Development
Advise Managers on Employee
Development
Budget & Forecast
Forecast and Manage HR G&A
Onboarding & Retention
Caddell 101 Orientation Program
Leadership Development
Leadership Pipeline
HRIS Systems
Management & Oversight of all HRIS
Systems
Performance Management
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
Policies & Procedures
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
Onboarding & Retention
International Processing
Coordination
Cross-departmental Communication /
Coordination
New Hire Paperwork Sign-Up Packages
I-9 / E-Verify Administrator
Facilitate First Day Orientation
Employee Relations & Communication
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
Employee Relations &
Communication
Plan & Coordinate Company Events
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
LinkedIn: Matt Abele, SHRM-SCP
Contact InformationQUESTIONS?
THANK YOU!