Strategic HRM HRM = provider of solutions to business problems Creating value to Costumers Employees Investors Integrated approach Organizational Alignment Talent Management HR Shared Services HR Leadership HR Business Partners HR Centres of Expertise
Challenge 1: Working in silos Departments within firms have different interests Targets & Budgets Workflows & Data Culture Lack of standard measurement tools for performance evaluation Hinders the mobility of talent (job rotation) No development of interpersonal networks Islands of systems & data
Challenge 2: Workforce composition Fluctuating business demands More contingent employees Different generations = different preferences Remote workplace Multiple assignments & global transfers 71 % service delivery & administration 15% strategic activities
Challenge 3: Disengaged leadership Time spent on Talent Management is low. Reluctance to differentiate between top, average and under performers No rigorous agreements on Human Resource allocation Not a top priority. Not a source for competitive advantage.
Challenge 4: Gaining budget Making a case for new programs in performance management Rational figures Key function in the organizations Workflows Clear links with the firms performance Fragmented data Anecdotal evidence Gut feeling
Conclusion Needs Need for integration Need for automation and compliance Need for easy access to standardized information Need for hard data Oracle HR-analytics Embedded software, designed to coexist with current applications. Customize and automate multiple compensation and benefit systems View demographic trends, employee performance, retention and leave probability for managers and workforce to asses and predict. Generate reports that link workforce, financial, and operational data