HR Meet 2011HR Standard Processes Katrin Heilmann-Adhikari Kathmandu, Everest Hotel, Feb. 24th, 2011
HR Meet 2011
HR Standard Processes Katrin Heilmann-Adhikari Kathmandu, Everest Hotel, Feb. 24th, 2011
General Importance of the Topic
1
Definitions
2 A process has the following characteristics: - A process is the result of logically connected activities which create a service or product - A process requires a definite beginning (trigger or input) - A process requires a definite end (result, output) - A process is a model for repeating procedures Core processes are processes, which create and market products Sub-processes are derived from core processes and always have a result as output (product, service) Support processes are processes, which support the core processes, and therefore indirectly influence the product Activities are detailed descriptions of necessary steps within a sub-process Customer Process Activities Output Input
Procedure of Process Optimization
3 How does it works? ? Customer Function A Function B Function C Function D Function E Function F AS IS-process TO BE-process Customer Function A Function B Function C Function D Function E Function F Preparation Process description Process analysis Process improvement
Process Description & Analysis
3 Brown Paper Method Process team Title Red flag for improvement possibilities Questions (yellow) Symbols & colors (Legend) Process step Decision Strength (green) Interface to other processes Summary of improvement possibilities XXXXX XXXXX
Guidelines for Process Modeling
3 Optimized processes Sample processes Serial process steps “External” Quality Control gates Push- Principle Parallel overlapping process steps “Integrated” Quality control circles Pull-Principle 1 2 3 4 5 6 7 8 1 2 3 4 … 1 2 L 3 L L 1 2 3 4 5 6 7 8 1 2 3 4 … 3 Customer Q-gate Pull 1 2 wait These are principles and not mentatory steps!!! Ask critical question when mapping processes and focus on the required outcomes of the optimization process.
Focus on Implementation
3 Reduces cost & time effort Improves service level & consistence of service Makes internal audits easier Ensures compliance standards & quality standards Basis for outsourcing services in Shared Service Centre Improves accuracy & availability of HR data Supports re- / structuring Supports business and HR strategies Why and when HR Standard Process Optimization? TO BE-process Customer Function A Function B Function C Function D Function E Function F
Strategic Implication of HR Processes
4 Customer Process Activities Output Input Which service or product will add value to the company‘s profitable growth?
HR Strategy - Ensure profitability in HR - Empower competitive workforce - Enhance leadership capabilities - Become “Employer of Choice” - Guarantee operational excellence Support Business & HR Strategy 4 Administration Development Planning Evaluation Recruiting Retirement Top Talent Programs Recruiting manuals/AC’s Performance Potential Mgt. Needs Analysis Succession Planning Individual Development Planning Leadership Qualification Retention Contracts Compensation Guidelines Early Retirement Outplacement In which fields can HR contribute with services & products? Example
Core- & Sub-Processes
4 HR Marketing/ Networking Selection & Staffing Expat Manage-ment Performance & Potential Management & Placement Training/ Qualification & Executive Education Talent Development HR Policies, Guidelines & Processes Example Regional HR Department HR market research Inter- & Intranet Sub Processes Selection tools Entry training for new employees Selection of search firms External recruitment Pre-assignment support Integration Management Consultancy for Expats during assignment Repatriation/ Relocation/ Reintegration Running LEAD Program Creation (Need analyses of respect. development & training requirements, Program Development) Asia Management Associate Programs Exchange Program Coaching Program (High Performance Leadership-HPL) HR Policy demands from HQ Requests from local/regional HR Dept. Recruitment through search firm Program Delivery (Marketing, Participant; Event Organization, Post-Event-Management) Regular placements (standard process including „Development“ and „Succession Planning“) Program Development HR Conference Products & Services Key Performance Indicators Support Processes Compnation schemes Bonus & Reward Program Individual Development Plan
4 Example Regional HR Department External recruiting channels (website or newspaper) EMD/A Hiring Dept Confirm layout with DC standard (process steered by EMD/A) Submission of headcount approval, Staff Requisition Form & JD Study and select external recruitment channel Confirm quotation for external recruitment channel Send JD to external recruiting vendors Work on layout and reserve a place Post positions on website or newspaper Send short-listed candidates to Hiring Manager Confirm candidates for panel interview Arrange interview logistics (inform candidates and book conference room) Select candidates Panel Interview CV selection Start offering and contracting process with cooperation from DCCL HR Screen short-listed candidates Brief telephone interview
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