The ROI of HR: Building the HR Supergroup

1. well,it may take a little coaching on transformational change leadership. THE ROI OF HR: BUILDING THE HR SUPERGROUP Upscaling the organization for the VUCA* world. *VUCA: Volatile, Uncertain, Complex, Ambiguous

2. © 2017 PeopleFirm LLC All Rights Reserved So, you want to be an HR supergroup? (thanks to the smart people at Bersin for the graph) Good thinking. Strong HR performance delivers strong organizational performance. Check it out: 1Mallon,David,Shellenback,Karen,Bersin,Josh,Kowske,Brenda.“High-ImpactHR:Building OrganizationalPerformancefromtheGroupUp.”BersinbyDeloitteIndustryStudy.July2014

3. © 2017 PeopleFirm LLC All Rights Reserved Because when aligned well with the business, HR can put the people processes in place that best support where the organization needs to go.  Teams and individuals aligned to a compelling people strategy  A culture where your people thrive  Agile structures with clear roles across the organization  An engaged workforce driven by positive employee experiences  An environment where it’s easy to get work done Why, you ask?

4. © 2017 PeopleFirm LLC All Rights Reserved Seriously, if you’re in HR and you’re not aiming for quantifiable business impact, you’re missing the boat. High-performing HR drives close to 40 percent of overall business performance.1 1Mallon,David,Shellenback,Karen,Bersin,Josh,Kowske, Brenda.“High-ImpactHR:BuildingOrganizational PerformancefromtheGroupUp.”BersinbyDeloitte IndustryStudy.July2014

7. © 2017 PeopleFirm LLC All Rights Reserved Building the HR Supergroup. Step 1: Start with the business. Take the HR strategy test: if you covered up the logo on your HR plan, would it be obvious that it’s your plan? Remember, a killer HR strategy should be clearly connected to your business strategy and the unique employee experience you want to offer. It’s easy to get distracted by the latest trends and/or the little fires that pop up each day. But the only way to make an impact is by tackling the specific talent and organizational opportunities facing your company. Take the time to ensure your HR team works with your business leaders to understand the business strategy. Together they should create a shared view of the talent and organizational imperatives that are critical to bringing that strategy to life. Exercise: Inventory all the work your HR team is doing today, and as a group assess its connection to the strategy with green, yellow, and red sticky dots.

8. © 2017 PeopleFirm LLC All Rights Reserved Step 2: Get clear on the difference between activity and impact. Do you end each day thinking, “where did the time go?” Or, “how can I get all the work finished tomorrow, next week, and next month?” Now ask yourself: how much of your HR team’s hours are filled with activities that have questionable impact? Is it work HR should be doing? Are you busy supporting old processes that haven’t been challenged? Is it the right work for your organization? Ya’ll know what we mean: frequent disruptions for employee questions, 12 page performance management reviews, recruiting processes so long you lose good talent, and processes focused on controls rather than giving your employees and managers the tools they need thrive on their own. Etc. Rid yourself of unnecessary busywork (what Peter Cappelli calls “administrivia”), and you’ll have more time to find the places for real strategic impact.

9. © 2017 PeopleFirm LLC All Rights Reserved Step 3: Pick your focus. Once you’ve identified how to free up HR, you’re ready to zero in on where to invest your new-found time and resources. Using industry data, best practices, and your own knowledge of your organization, identify those areas where you have the biggest gaps between your current state and where you need to go. Build your case for investment, understanding what initiatives will deliver the greatest impact when aligned to the organizational and talent imperatives. This might mean turning your focus to identifying new capabilities for growth, addressing cultural attributes that are getting in your way, readying emerging talent to be future leaders, restructuring teams for better agility, or building great tools for your people to build their careers. Tip: the right investments will create the employee experience you desire and differentiate your team when competing for talent.

10. © 2017 PeopleFirm LLC All Rights Reserved Step 4: Align your team Of course, none of this will be possible unless you get your HR model right. And this means making sure you are covering the lights-on stuff (those administrative tasks), while leaving space and time for strategic impact. Our advice? 4 Mallon, David, Shellenback, Karen, Bersin, Josh, Kowske, Brenda. “High-ImpactHR: Building Organizational Performancefrom the Group Up.” Bersin by Deloitte Industry Study. July 2014, pg. 28 Define the level of service you will offer. What is handled by HR, and what is handled by managers? Where that line is drawn will be different for every org, but you darn well need to make it clear! Align your HR resources to the business, while building agility into the structure Create a clear separation between administrative and strategic functions (tip: reimagine how you’ll handle Employee Relations!) Fully represent your employee segments (e.g: if you have a lot of manufacturing employees, make sure you have someone focused on them) Leverage technology to create self-service tools and content for employees and managers 9 out of 10 companies that report the most positive business outcomes (high organization performance) also rate above average or high in HR performance.4 ” “

11. © 2017 PeopleFirm LLC All Rights Reserved Step 5: Measure your impact We’ve all heard it before… what you measure gets done, but that’s only half the story. To have real impact, HR must move beyond reporting activity and gather insights to enhance the employee experience and drive better decisions. Here’s how to start:  Discover what systems, processes, and data already exist.  Gather existing reports/metrics and determine what needs to be continued or terminated.  Ask relevant questions like “what are the leading indicators of engagement for our people?” and “what insights do leaders need to make better decisions?”  Partner internally with someone who is business savvy and comfortable interpreting and analyzing data. Hint: look in areas like IT and Finance for someone to help tell a story with data.  Start small with a breakout project that addresses a challenge that could be solved or better understood by analytics. Keep it simple, develop credibility, and build on your success. Turning Dataphobes into Dataphiles. Impact 2015. The Business of Talent. Bersin by DelloittePoll 2015. Analytics is the foundation of high impact HR, yet only 5% of organizations say HRBPs have strong analytic capabilities. ” “ Tip: Stop sending your reports for a while. See if anyone notices.

12. © 2017 PeopleFirm LLC All Rights Reserved Bonus round: lead your business with the powerful triad of CHRO, CFO and CEO. We’ve said this time and again: your people are the last competitive frontier. The talent race becomes more competitive each year. Job-hopping seems like a national sport. Baby boomers are set to exit in droves, taking their tribal knowledge with them. Millennials might just need a little help in the leadership department. Culture matters. Employee brand matters. Getting and keeping the best matters. Frankly, a high-performing organization rests on the back of a happy and engaged workforce. Why would you leave something so very important to the very success of your company out of your top- level strategic discussions? We have no idea. We’re just leaving this here for you to think about. PeopleFirm out.

13. © 2017 PeopleFirm LLC All Rights Reserved Got it? Let’s review. Your people will thank you. A. High-performing HR organizations lead to top business results. B. Unfortunately, many organization think of HR as people admins, and not more. C. You can increase the ROI of HR by: Aligning HR work to the business objectives Reducing busy activity in favor of impact Focusing on the areas that need the most work/will gain the most by investment Aligning your HR team to meet admin and strategic needs optimally Measuring your impact – starting small and building your analytical capability EXTRA CREDIT: Increasing the strategic level of your CHRO

15. © 2017 PeopleFirm LLC All Rights Reserved your people = your success. © 2017 PeopleFirm LLC All Rights Reserved | www.peoplefirm.com need help putting these ideas into action? let’s talk PeopleFirm is a consulting firm dedicated to achieving that ultimate win-win: inspired people driving inspiring performance. We focus on effective tools, measurable, outcomes, real results, and getting your people out of their seats and engaged in your company’s growth. info@peoplefirm.com (206) 462-6462

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