HR Sonar: identificeren, analyseren en uitvoeren van strategische HR-projecten. Met HR Sonar krijgt u inzicht in de HR-competenties van uw eigen organisatie. Meer info: http://www.usgprofessionals.be/hr/ehrsonar

1. USG HR
Professionals
HR with business impact.

3. Efficient HR strategy = Return on People =
improving your business results
Source: Lauri Bassi and Daniel McMurrer
“Maximizing your return on people”
Harvard Business Review, 2007

5. HR Sonar
HR Analytics
Identify and execute
strategic HR projects
Monitor HR performance
throughout the organisation

6. Systems
Organisational
Strategic
Company
Mission
Business
Strategy
Operational
Strategy
Human
Capital
Strategy
Corporate
values
Cultural
alignment
Motivation
management
Capability
management
Retention
strategy
Workforce
planning
HR & Talent
Mgt KPI’s
Dashboards
Structured HR
Performance
Reviews
Talent Mgmt
Forecasting &
Planning
Dedicated
action plans
IT- enabled
Recruitment
Management
IT-enabled
Performance
Management
IT-enabled
Evaluation &
Feedback
IT-enabled
Training &
Development
Recruitment
process
Selection,
closing & follow-
up process
Performance
measurement &
reporting
Evolution
process
Feedback
process
Coaching
process
Training
&Development
process
Rewarding
system
Succession
planning &
monitoring
Competence
model
Function
profiles
Function
classification
Careertracks
Assessment
methodology
LQ
measurement
Individual
goal setting
Structural
performance
reviews
Inventory
training &
development
Individual
development
plans
(ST/MT/LT)
Reward
structure
Employee
Information
Database
Skills &
Competencies
Knowledge Base
HR Sonar
ITM-pyramid®
6
Key Elements
Processes

7. 7
HR Sonar: identify and execute
strategic HR projects
What?
A comprehensive survey + interactive workshops created for both
HR management and line management.
Why?
An approach for a new HR director to rapidly get a clear view on the maturity of
the HR capabilities and identify the key actions.
Identification of actionable priorities/projects to make your HR investment more
efficient. (budgeting)
Identifying internal best practices across the organisation.
Deliverable?
A comprehensive report with conclusions, recommendations/solutions and
possible actions.

8. At the
start of
the
project
In discussion with the sponsor, both scope and
expectations are defined and documented
Project
Planning
Send out
survey and
data-
gathering
Analysis
Aligning
results
Workshop &
debriefing
Introduction
Workshop

9. Business HR Division HR Total
surveys
5 customer centers 5 general managers
5 business managers
5 HR managers
5 HR business partners
20
3 factories 3 general managers
3production managers
3 engineering managers
3 HR managers
3 HR business partners 15
Corporate HR 1
19 16 1 36
At the
start of
the
project
In discussion with the sponsor, both scope and
expectations are defined and documented
Project
Planning
Send out
survey and
data-
gathering
Analysis
Aligning
results
Workshop &
debriefing
Introduction
Workshop

10. At the
start of
the
project
Project
Planning
Selection of key participants, confirmation
of planning/timing and mutual roles
Send out
survey and
data-
gathering
Analysis
Aligning
results
Workshop &
debriefing
Introduction
Workshop

11. At the
start of
the
project
Project
Planning
Send out
survey and
data-
gathering
Analysis
Aligning
results
Workshop &
debriefing
Introduction
Workshop
Explanatory workshop and principles
with a number of key participants (buy-in)

12. At the
start of
the
project
Project
Planning
Send out
survey and
data-
gathering
HR-Sonar
blackbox
HR-mapping
rapport
User
User
User
Analysis
Aligning
results
Workshop &
debriefing
Introduction
Workshop

13. At the
start of
the
project
Project
Planning
Send out
survey and
data-
gathering
Analysis of the data, provided by the
survey, conducted by USG HR consultants
Analysis
Aligning
results
Workshop &
debriefing
Introduction
Workshop

14. At the
start of
the
project
Project
Planning
Send out
survey and
data-
gathering
Analysis
Aligning
results
Analysis and conclusions are aligned with the
sponsor and finalized for debriefing
Workshop &
debriefing
Introduction
Workshop

15. At the
start of
the
project
Project
Planning
Send out
survey and
data-
gathering
Analysis
Aligning
results
Workshop &
debriefing
Final workshop for sponsor and key stakeholders
with conclusions, recommendations and
possible actions.
Introduction
Workshop

16. 16
16
What kind of results can you
expect?
AnswerQuestion
Employees have a clear
view on possible
careerperspectives within
the organisation.

17. 17
17
What kind of results can you
expect?
Question
The company strategy
has been determined and
its objectives are clearly
defined, quantified and
documented.
Answer

18. 18
18
What kind of results can you
expect?
AnswerQuestion
The level of contribution
of an employee towards
the realisation of
organisational goals is
clear.

20. HR Sonar
HR Analytics
Identify and execute
strategic HR projects
Monitor HR performance
throughout the organisation

21. Some HR “facts” we see today
21
“Personeelssignalitiek”
“Explosion of data”
“ERP systems”
“80% of HR time spent on
answering standard questions”

22. It’s all about
monetizing HR,
improving HR performance &
adding HR strategic value …
22

23. What exactly are we talking about?
ANALYTICS
• If I introduce a bonus package for my
Top performers, how will my cost base
evolve given performance, forecasted
revenu plans
• Impact of deployment of a new
Performance Management system
given Workforce Planning, Retention,
market share evolution …
METRICS
• Average recruiting lead time per
type of profile
• Monthly outstanding critical jobs
• % of evaluations filled out

24. (*) Investing in People: Financial Impact of Human Resource Initiatives, by Wayne Cascio & John Boudreau, Dec 8, 2010, FT Press.
24
Descriptive
Analytics
Predictive
Analytics
‘Today, HR is hitting the wall’
There is a strong need to move from ‘descriptive’ to ‘predictive’ analytics
©iNostix 2013
And move from “Ad Hoc measures” to “Strategic Impact”

25. What exactly are we talking about?
Critical – Nice to have
Standard – Ad hoc
Daily – Frequent
Operational – Strategic
Standard – Custom
80/20: HUB - HR

26. Step-by-step transformation

27. Source: Aberdeen Group, September 2009
Does it really work?