Organizational

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Organizational Human Resource Resiliency
Success Factors to drive Corporate and Personal
ROI
Presented by Jo-Anne Smith Managing
Partner Provancement joannesmith_at_provancement.com
805-432-7663
Specializing in Executive Coaching, Executive
Transitions, Creating an Organizational ROI
culture
www.provancement.com
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What we will focus on

• Evolving Human Resources skills necessary to
  create Organizational / Human Resources
  resiliency staying power
• Strategies to define critical success factors
  for ourselves and the organizations we lead and
  support
• Tools necessary to become the go to person as
  it relates to organizational growth, renewal
  revitalization
• ROI Return on Investment How do we create
  it, market it, and drive it to leverage our
  economic value?
• The living resume - Our marketing tool inside
  and outside the organization

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As you examine Your Careers as an HR
Professionals within the Organizations you
support. Where are you? Where do you want
to go?
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LIFE CYCLE OF ORGANIZATIONS
Where is your organization and what is HRs
Focus in each stage?
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4 MODELS OF HR NEED AND EFFECTIVENESS Where are
you? What do you want to be?
1 The Administrative 2 The HR
Management 3 The Business Partner 4 The
Strategic Partner
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MODEL 1 - ADMINISTRATIVE
Aims

• Free up the line to focus on the business
• Reduces wasted internal energy

Process

• Establish policies, rules and systems to
• create internal equity
• Functional orientation
• - get the basics in place
• Personnel administration
• Government regulations

• No formal consideration of HR factors
• in the business planning process
• Post-hoc action planning by H.R.

Planning
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MODEL 2 - HR MANAGEMENT
Aims

• Development of managers - linking competencies to
  job requirements and career planning.

Process

• Build performance management capabilities

• Succession Planning
• Building an H.R. network organization-wide

Planning

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MODEL 3 - BUSINESS PARTNER
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MODEL 4 - STRATEGIC PARTNER
Aims

• HR is major influence on business strategy
• HR systems drive business performance

Process

• Self-service for transactional work
• Transactional work out-sourced
• Succession Planning Talent Strategy
• Focus on organization development and design
• Change management
• HR processes tied to business strategies ( ROI)

• HR is key contributor to strategic planning and
  change management

Planning
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Whats The Issue?

• How can HR professionals assess, create, and
  cultivate a strategic business partnership role
  within their organization to respond to the new
  global and competitive marketplace?

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• C E O Feedback
• HR should be a partner to me in my efforts to
• build a stronger organization
• Percentage of Corporate
• Officers who strongly agree.

81
33
Believe this philosophy
Think HR plays this role now
2009 HR Survey
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Key SUCCESS FACTORS As Defined by Corporate
Officers
The New HR

• Coach to the leadership team
• Corporate Branding
• Cultural change and management
• Creating and Sustaining a Return on Investment
  (ROI) Culture
• Talent Management /Succession Planning
• Recruiting Retention Strategies
• Employee relations and development
• Leveraging Technology
• Reward Systems

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H R Focus as defined by CEOs
N232 All
N68USA
You Inc.

• Business Partner Skills
• HR Practices Linked with Strategy
• TD Linked with Strategy
• Provide People Consulting
• Select Best Talent
• High-Commitment Work Environment
• Performance-Enhancing Reward Systems
• Align Culture with Strategies
• Provide Change Management Services

37 51 32 47 30 35 29 19 18 28 14 16
11 13 9 8 7 13
2009 HR Survey
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Behavioral SUCCESS FACTORS for Human
Resources Career Resiliency

• Leads is Pro-Active Resilient
• Personal Accountability
• Tenacious (Embraces Change)
• Open and Communicates (all levels)
• Adaptable to Fresh Ideas,
• Creativity Innovation

• Drives Performance
• (From issues to Action)
• Leads Sets Goals ROI Attitudinal
  Accountability
• Skills Enhancement
• Measures Celebrates Results

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Examining You Inc.as Human Resource
ProfessionalsThe Nature of Change
Where do you want to be

• Change is a process, not an event
• Time

Where you are today
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Organizational and Human Resource Career
Resiliency

• Change occurs on two dimensions
• Business / Corporate
• Individual
• Post-Implementation
• Implementation
• Concept Design
• Business Need

Change
Change
Change
Change
Successful change happens when both dimensions of
change occur simultaneously
You Inc.
Awareness
Desire
Knowledge
Ability
Reinforcement
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Assessment Process

• Your best career
• opportunities are
• where factors of Strengths,
• Organizational Needs,
• And HR Passion meet
• BestFit

Best Fit
Strengths

Strengths
HR Passion
Organizational Needs
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SUCCESS FACTORS The go to person attributes.
Rate You Inc.

• Leads is Pro-Active Resilient
• Personal Accountability
• Tenacious (Embraces Change)
• Open and Communicates (all levels)
• Adaptable to Fresh Ideas, Creativity Innovation
• Drives Performance ( From issues to Action)
• Leads Sets Goals ROI
• Attitudinal Accountability
• Skills Enhancement
• Measures Celebrates Results

The Gap 1 Great 5 Least

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You Inc. Gap Analysis

• THE NOW
• Whats Working..
• __________________
• __________________
• __________________
• __________________
• __________________
• Whats not.
• ___________________
• ___________________
• ___________________
• ___________________
• ___________________

• THE FUTURE
• MY BEHAVIORAL ATTRIBUTES
• Identified Change.
• Opportunities for Greater Success
• _________________
• _________________
• _________________
• _________________
• _________________

Behavioral Shift
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Self Reflection .

• As a Human Resources Professional what are you
  prepared to do to.
• Enhance the Culture of your Organization
• (behavioral shifts and changes)
• 2. Add value Skill enhancement ( hard skills
  and soft skills
• 3. Within your span of control what can you do
  to enhance the return on investment (ROI) for
  you, You. Inc. your department, and your
  Organization
• 4. Celebrations How will you celebrate the
  journey and the destination?

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Setting and Sharing Your Goals

• Culture/behavioral
• 2. Skill enhancement (Hard Skills/ Soft Skills)
• 3. ROI
• 4. Celebrating the journey and the destination

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HR Organizational Success Strategies
The Living Resume

• What is it?
• A statement of competency
• Tracking system for your ROI
• Document for Project Review
• Document for Performance Review
• A marketing tool for promotions or
• application for new roles

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Your Living Resume Critical Success Factors

• Keep your resume up to date and current -
  document
• At the beginning and end of a project, assess
  and review your organizational contribution,
  accomplishments and actual ROI

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The Selling Cycle Selling the Most Valuable
Resource You Inc.
Project Performance Review
Step 1 Selling You Inc Your Review Quick
review of the project/performance. Top 3 4
Accomplishments as they relate to your
perception of the companys needs and your
contribution (make sure you add ROI to your
accomplishments /)
Step 4 Closing the Deal Clarify goals and
objectives moving forward both behavioral and
ROI . Restate your commitment to your
stakeholders. Request that your stakeholder
become your internal coach. Clarify fit and
review value and ROI on an ongoing basis to
assure focus and results meet stakeholders
your needs
Step 2 Gain Feedback -Ask the Question How
did your stakeholders value your performance?
What went well, what could have been done
differently and or better in terms of results
and communication
Step 3 Bridging the Gap Restate your
learning's and your ROI Share your success
stories of your goals and performance to date
(ROI saved or made - or s)

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You Inc. Gap Analysis

• THE NOW
• Whats Working..
• __________________
• __________________
• __________________
• __________________
• __________________
• Whats not.
• ___________________
• ___________________
• ___________________
• ___________________
• ___________________

• THE FUTURE
• Short-Term Goals (6mo.- 1yr.)
• _________________________
• _________________________
• Long-Term Goals (1-3 yrs.)
• _________________________
• _________________________

Gap
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You Inc. Final Thoughts
Organizational and Career Resiliency

• Align Vision, Mission, Values, Goals
• Be flexible to change and nurture it well
• Be bold and confident in your influencing skills
• Be a great internal coach to your leadership
  team
• Market your ROI value to your formal and
  informal stakeholders
• Know when to stay and when to leave!!!

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Questions and take-aways
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