文档介绍：HR’s New Role ing a Strategic Business Partner
November 2005
ODN National Conference
Minneapolis
Overview
Brief Description Of Mercer Delta Consulting (MDC)
HR Transformation and the Evolution of the HR Business Partner Concept
What It Takes to Be An Effective HR Business Partner
Using Diagnosis to Transform Relationships and Opportunities
Staying Focused on Issues that Matter to the Business
Delivering Changes That Make a Real Difference
Some Examples of Doing It Well
Next Steps
Mercer Delta Clients
Executive leadership at the pany/enterprise level
Includes CEOs, COOs, Executive Teams, and Boards
Relationships extend out into anization
$1 billion+ enterprises and smaller high-panies
Recognizing the need for change
Aware of own limitations
Looking for assistance
Mercer Delta Consulting
Illustrative panies
s
Mercer Delta Consulting
Creating Knowledge
Mercer Delta Consulting
HR Transformation and the Evolution of the HR Business Partner Concept
Mercer Delta Consulting
The Promise of HR Transformation
Substantial cost savings through the automation and outsourcing of routine transactional work and the creation of shared services
plete, accurate, and useful information management through the creation prehensive, all-passing databases and HRIS systems
Enhanced accessibility and self-service through 24/7 online and call center support for routine operations
Uniform policy application across locations due to centralization of decision-making in shared systems
Enhanced capabilities through centers of excellence for non-routine work
Freed from the routine work, a new role for HR generalists as strategic business partners
Mercer Delta Consulting
From Personnel to Business Partner
Approximate Dates
Key Business Issues
HR Role
Title for Role
1920s-1930s
Organic Growth
New Technologies
Hiring, Training, and Caring for Employees
Personnel
1940s-1970s
petition
Productivity
Negotiations
Employee Relations/Labor Relations
1970s-1990s
petition
Surviva