安达信做的某公司人力资源评估方案.ppt

1、For Discussion Only-Do Not Duplicate-Do Not DistributeNCE HR Assessment Project Final Presentation December 199810/29/20221For Discussion Only-Do Not Duplicate-Do Not DistributeTable of ContentsProject background and approach .Page 3 Key Issues:Challenges facing NCE HR today.Page 11Overarching Issue

2、s,Benchmarks&Customer Satisfaction LevelsNCE Today:Function by function analysis/Strengths&Future Opportunities-Compensation Administration-Benefits Administration-Payroll/HRIC-Learning-Workforce relations-Staffing-Safety and Industrial Hygiene-Disability Management-Field ServicesHR Organization Mod

3、el Recommendations.Page 44Recommended structure for the future Roles and ResponsibilitiesSkills,Competencies&Experience requirementsHR Transition Planning.Page 60Key Success FactorsTransition Plan:8 Quarter Transition Plan Time lineKey Project DescriptionsAppendix.Page 72Product/Service locations in

4、 the future Corporate Center/Business Unit/Shared Services modelDetailed HR Transition Plan(Excel file)Example Service Level Agreement and Service Level Agreement Development Approach10/29/20222For Discussion Only-Do Not Duplicate-Do Not DistributeProject Background&Approach10/29/20223For Discussion

5、 Only-Do Not Duplicate-Do Not DistributeProject Objectives-Confirming the“future state”vision for NCEs Human Resources organization,-Conducting a current state assessment of the HR processes,organization and technology,-Evaluating HRs customers needs and perceptions of current and desired service le

6、vels and competencies,-Conducting a benchmarking study based on similarly sized HR organizations,-*Developing a list of HR products and services currently offered,and determining with HR leaders the potential future location of HR products and services(Corporate Center,Business Unit,Shared Services)

7、-Conducting a gap analysis between the current HR processes,organization and technology and the future model of Human Resources,-Developing a competency model for the Human Resources group that reflects the future state,and-Developing a transition plan to implement the future state design within a s

8、pecified timeframe.Arthur Andersen was asked to work with NCEs Human Resources group with a project to assess HRs current state and to develop a transition plan for moving forward.Our primary objectives included:*Added to our original scope10/29/20224For Discussion Only-Do Not Duplicate-Do Not Distr

9、ibuteThe Human Resource functions included in Assessment project included:Compensation AdministrationBenefits AdministrationPayroll/HRICLearningWorkforce RelationsStaffingSafety and Industrial HygieneDisability ManagementField ServicesProject ScopeFor Discussion Only-Do Not Duplicate-Do Not Distribu

10、teProject Assumptions-The HR group needs to deliver products and services that meet customers needs in cost,quality and time.*The new NCE business unit structure will only increase this emphasis-The migration of HR into the new Corporate Center,Business Unit,Shared Service structure is evolutionary.

11、*But HR cant wait until the dust settles and the picture is clear.The picture will continue to change.*Initially all HR functions will be in the Shared Services group.Beginning very soon,some HR personnel(and associated HR responsibility,products and services)will be dedicated to the Business Units.

12、-Concentrate on what isnt working well,and focus on how to move forward in a positive way.*Some of our observations are“fact-based”,some“experienced-based”*The goal is to look for opportunities to change in order for HR to better serve customers,then determine how to systematically improve performan

13、ce-Learn from the past,move forward*Weve used prior work(i.e.J Team,KBPI,Business Plans,etc.)in our analysis*If things arent working,lets set a new course-Analysis is important but implementation is where improvement occurs*Identify the“big things”,do enough analysis to confirm the opportunity,then

14、move forward*Our team focused on prioritizing issues/opportunities and recommendations that can be implemented with measurable resultsOur team used some important assumptions as context for our work throughout the project:10/29/20226For Discussion Only-Do Not Duplicate-Do Not DistributeWe developed

15、our analysis using a holistic model,looking at the following questions:HR StrategyvDoes HR have an appropriate strategy given NCEs business strategy?vWhat is the best approach to implement HRs structure and service delivery objectives?PeoplevHow does NCE HRs compare as an organization to other simil

16、ar HR organizations?vHow should HR be organized to best support the business units?vWhat skills/competencies model is required in order to execute your HR strategy?Business ProcessvHow are HRs management and service delivery processes working?vHow might our processes need to change under the new NCE Business Unit structure?vDo we understand our processes and are they support cost,quality and cycle time improvements?TechnologyvIs HR using available technology appropriately?vAre there other techno