2. From the Cradle to the C-Suite Starting a Human Resources Department
HR Practice:
From the Cradle to the C-Suite
Starting a Human Resources Department
Uzoma Okoronkwo, MCIPM
HR Business Partner Coca-Cola Nigeria Ltd
Wale Adediran, MCIPM
HR Director, Flour Mills of Nigeria Plc
Thursday, 15 October, 2015
Time: – p.m

3. AGENDA Who we are – Uzo & Wale
Ground Rules (1-minute contributions + 1 vote) – Uzo & Wale
Speak for only 1 minute at a time!
Our focus
What are the challenges you face in implementing best practices want discussed – text in less than 10 words to XXXXXXXXX
Discuss each question
What we think – Wale & Uzo (1 minute each)
What do you think? (1 minute each: 2 – 3 per question

4. Employee & Industrial Relations
HR VALUE CHAIN
Organization
Development
Talent
Sourcing
Performance
Management
Rewards
Employee & Industrial Relations
HR SERVICES
Strategic Positioner – This is much more than just “knowing” the business. HR Professionals must be able to position their organization to anticipate and match external implications and bolster their organization’s competitive advantage.
Credible Activist – HR Professionals must be internal activists, but they must focus their time and attention on issues that actually matter to the organization. They must be true professionals and be able to influence others and generate results in everything they do.
Capability Builder – HR Professionals must be able to align strategy, culture, practices and behavior; must create a meaningful work environment; and must must find and capitalize on all the organization’s capabilities.
Change Champion – Most corporate change efforts start with enthusiasm and end with cynicism. HR Professionals must help the organization counter that trend by helping it diagnose issues and learn from past failures.
HR Innovator and Integrator – HR Professionals must ensure the organization has the right talent and leadership for the current and future success of the organization.It must develop innovative HR practices that drive the talent agenda of the organization.
Technology Proponent – All organizations seem to have difficulty in handling and transferring the massive amounts of information they accumulate. This is especially true in HR, and HR Professionals must find ways to effectively use technology to understand and strengthen the talent within the organization.

5. 6 HR Competencies of The Future - Dave Ulrich
Credible Activist
Culture & Change Leader
Business Ally
Strategy Architect
Operation Expert
HR Developer
Business
People
Credible Activist
Capacity
Builder
Champion
Change
Technology
Proponent
HR Innovator
& Integrator
Strategic Positioner
Strategic Positioner – This is much more than just “knowing” the business. HR Professionals must be able to position their organization to anticipate and match external implications and bolster their organization’s competitive advantage.
Credible Activist – HR Professionals must be internal activists, but they must focus their time and attention on issues that actually matter to the organization. They must be true professionals and be able to influence others and generate results in everything they do.
Capability Builder – HR Professionals must be able to align strategy, culture, practices and behavior; must create a meaningful work environment; and must must find and capitalize on all the organization’s capabilities.
Change Champion – Most corporate change efforts start with enthusiasm and end with cynicism. HR Professionals must help the organization counter that trend by helping it diagnose issues and learn from past failures.
HR Innovator and Integrator – HR Professionals must ensure the organization has the right talent and leadership for the current and future success of the organization.It must develop innovative HR practices that drive the talent agenda of the organization.
Technology Proponent – All organizations seem to have difficulty in handling and transferring the massive amounts of information they accumulate. This is especially true in HR, and HR Professionals must find ways to effectively use technology to understand and strengthen the talent within the organization.

7. THANK YOU