Hr value proposition ebook
The SMT felt customers were much more worried about price than they actually were, while customers were actually much more worried about service than management anticipated.
For example, when finance specialists look at product markets, they see margins, profits, cash flow, credit worthiness, risk, return on sales (ROS economic value added (EVA and the like.To an employee worried about getting laid off, HR professionals should demonstrate that being more productive will help the employee stay employed.Such is the potential influence of HR professionals in creating value when they align their practices with accurate perceptions of the ultimate receivers of the firm's value and collaborate with others inside the firm.This places HR professionals in a complex situation.When this is successful, HR creates value as defined by those stakeholders.Knowledge of external business issues matters because external realities ultimately determine the relevance and utility of virtually all internal operations.A third implication of the HR value premise is found in framing HR as a source of competitive advantage.Reprinted by permission of Harvard Business School Press.HR professionals have been coached to spend time with general managers and with their counterparts in sales, marketing, and manufacturing to ensure that HR work helps deliver business results.This fundamental principle is too often overlooked.How do customers and other key stakeholdersinvestors, managers, and employeesbenefit if they spend time with HR professionals or adapt innovative HR practices?Before the HR team fed back the results to the SMT, they asked SMT members to give their best estimates of the customers' responses.
Think, for example, of the key wealth creator in your business.The question required respondents to allocate a hundred points over alternative buying criteria including price, service, product quality and availability, sales effort, and ease of distribution.With the support of the marketing department and working with an outside consulting group, HR and the CEO developed the research questionnaire and determined the sampling logic and process.For example, an HR perspective that is both unique and powerful is one that establishes the linkages between employee commitment, customer attitudes, and investor returns.We believe that a fundamental transformation of HR starts with a definition of HR valuewho the receivers are and a clear statement of what they will receive canadian olympic track and field team roster 2012 from HR services.When HR professionals begin with the receiver in mind, they can more quickly emerge as full strategic contributors; add greater value for key stakeholders (customers, investors, line managers, and employees enhance business productivity; achieve measurable and valuable results; create sustainable competitive advantage; and have more.Why should I spend time with you?".
The logic behind this request was simple: if the HR team had simply given the survey results to the SMT members, their probable response would have been to say, "We already knew that." 2, the SMT response varied dramatically compared with customer responses.