Best Of H R

It Strategies For HR Transformation

Some of benefits that are achievable when adopting global best practices in HR management include:o Superior efficiencies through HR BPOo Globally consolidated HRMS and Payrollo Global rules - local complianceo Enterprise Learning Management - Learning across the enterprise in line with corporate strategic objectiveso Portal Implementation & Integrationo Power of HR Analytics- transforming operational data into powerful and actionable informationHR morphs from Support to Strategic advantage:In the past year HR organizations worldwide have graduated to becoming savvy technology users- evolving from a largely service delivery organization to one that focuses on strategic HR programs. HR staff is freed from repetitive and mundane administrative tasks to concentrate on human resource development programs that emphasize employee productivity, performance and retention. Companies are today maximizing the value of their most important asset --employees -- aligning their skills, activities, and incentives with business objectives and strategies.Over the last 15 years the HR function in corporations has been investing a great deal into technology without realizing a significant ROI. Frequently, HR technology projects don't deliver the expected results. A key factor in this is a failure to define functional requirements clearly. By not basing these requirements in a solid HR strategy, organizations spend too much money on ad hoc software purchases or, even worse, under-use multi-million dollar HR software suites by not implementing modules that could be of significant value. The modules most likely to be left on the shelf are those considered key to operational human capital management, including competency and career development, recruitment, performance management and succession planning. Along with the right software, clean data and tight integration are critical success factors which are often overlooked. Key stakeholders must have access to accurate, consistent, integrated data which cannot happen unless HR and IT objectives are fully aligned. This successful alignment requires an understanding that changing technology alone will achieve little. Change starts to deliver its value only when supported by and integrated with other elements of the infrastructure, which are part of an explicit HR strategy.Operate Global act LocalFor the global corporation, a unified data model provides a single, accurate view of HCM parameters. For example, such a model for payroll would support worldwide payroll processing with BPO, maintenance, global deployment and management across borders. Choosing the right service provider with requisite domain knowledge will allow installation and operation of payroll that fully complies with local requirements on a worldwide basis.Portals are the keyThrough the use of intuitive web interfaces companies can use portals to communicate HR information to employees across the company-not just knowledge workers but mobile workers, maintenance, field and ground staff. Lack of standard conventions, standardization and compliance for content and graphics has been the primary challenge of corporate portals. However, increasingly, portals require integration with packaged or custom applications, such as an ERP, recruiting software, expense management or travel software, etc. As integration with these solutions becomes more seamless, the line where portal standards begin and end will become less clear.Self help is the best helpBy using personalized self services- web based transactional tools employees can self manage their HR information for updating their payrolls and benefits selection and skill profiles. HR professionals can now move from being transaction processors to consultative partners. A new trend in Self Service systems include MSS or Manager Self Service Systems in which managers can carry out administrative tasks surrounding employee payroll changes, job transfers and scheduling of training. … Read more

How Human Resources Practices Can Help to Implement Ethical Behavior

Human resources practices training ensures that team leaders know how to make ethical decisions and establish standards. The first thing a team leader should do is clearly lay out to everyone what the standards of ethical behavior are. Then, it's important to begin an open discussion with the team members about what exactly it means to say you will work and behave ethically. One expert recommends that while determining what it means to be ethical, you should also use team agreements. These agreements make statements about what members promise they will and will not do in regards to other team members.Having team members sign these agreements gives team leaders a helpful way to measure and...