Tag archives for development

Integration of reward and talent management programs

By Fawaz | Published December 10, 2011

“Only 36% of organizations with a competency model have linked it to their reward programs.”

According to the 2011/2012 Talent Management and Rewards Study, North America, by Total Rewards Association, and Towers Watson. Only 36 percent of those organizations that have competency model are actually linked to their reward programs. Somehow, this percentage is expected. In fact, it could be an optimistic view, and probably could not be used to estimate the population. It is known that only few organizations that actually have “competency model” in place, how about linking that model to its reward programs. Few here do not mean a few organizations in term of numbers. It means that a small percentage of the overall number of organizations out there. The human resources functions is not an isolated operation groups. All functions are dependent of each other. The output of one function is the input of another. In other words, the human resources framework must grant an orchestrated flow of the processes of all human resources functions. This is an essential success factor for a transformed human resources group or a “strategic partner”.

Having a framework that support a smooth stream of all business processes, is what gives the human resources group the ability to carry out its goals. A competency model is very important for many reasons. First, it helps the organization to define the set of competencies that are required for each position, therefore, the right hiring decisions. Second, it helps the organization to manage its performance management system objectively and understand what is needed to improve the overall organization performance. Third, it is important for building an effective training strategy, and measure the value of the investments. Last and not least, it helps the organization pay its employees fairly based on performance. These are few examples of what a competency model could help organizations achieve. However, those are not the only benefits of having a competency model in place, and having it linked to the other human resources centers. It is a single part of a complete sustainable human resources model.

Posted in Rewards, Talent | Tagged development, Human Capital, human resources, rewards, talent | Leave a comment

Workforce planning

By Fawaz | Published May 9, 2011

Workforce planning is the process of defining the number of resources required to meet the organizations’ goals. In other words, a workforce-planning manager is required to analyze the needs of an organization in term of human capital. Where s/he evaluates the current situation and forecasts the future requirements bearing in mind all business variables. This is considerably very important aspect of HR, as hiring manager should act according to the preset plan to allocate the skill set and schedule the start time for the hiring process. Otherwise, it will be difficult to bring the right resources at the right time to deliver the organizations’ goals. In order for this process to work efficiently it has to include four main elements.

Organization goals !

The organization goals must come at the TOP of all. It is very important for almost any workforce plane to succeed. Each organization will set goals for every year at the beginning of the year. These goals are like the roadmap ! It is what the senior managers drive their departments to reach. If you don’t know where to go, How you will know what do you need for the journey?

Understand the current situation

Evaluate what you have and what you don’t. There is no need to bring more than what you need and face the consequences of the inflation. You might have the numbers, but the skills! Work closely with the development experts to check what you can change.

Get engaged with the business

Be more of a business partner. Ask why, when, and what. Is there any new issues, expansions, or just regular requirements. Remember you are not an absolute service provider. You are a partner on the same ship! more load will make it sink and less load will make you arrive late or never.

Analyze the past

It is true you are planning for the future, but the past is important. Usually, the business lines will not plan very well to see who is going to be here tomorrow and who is not. Of course it is a shared responsibility, but the HR team is the sponsor. Analyzing old data will show turnover, retirements trends, and much more.

Posted in Human Capital, Planning | Tagged Analyze, departments, development, Evaluate, expansions, goals, hr, Human Capital, human resources, inflation, manager, organizations, requirements, Skills, trends, turnover, Workforce | Leave a comment

HR Outsourcing (HRO)

By Fawaz | Published April 16, 2011

These days a big number of HR professionals talk about HR outsourcing particularly in the Middle East. Discussing the facts whether it is a helpful practice or not! Is it a step toward HR transformation? Many might think of this solution to help them cut the HR administrative costs and focus more on the strategic value of HR. According to the market (shrm.org; kennedyinfo.com; Dataquest Inc.), there is a strong increase in HR outsourcing spending in the United States and Europe. This will gradually affect the market in the Middle East. In fact, there are a good number of corporations in that area performing HR Business Process Outsourcing (HR-BPO). Hay-Group for an example is a major leader in the area designing HR frameworks and supplying benchmarking data. However, this is not what intended in this article. We are here discussing the outsourcing of some or all the HR functions (tasks) and not the business processes.

To begin with, let us view the possible areas where outsourcing most likely will take place. According to a survey (Esen, 2004) respondent (168 HR professionals) reported the following functions/tasks are outsourced completely:

Background checks	49%
Employee counseling	47%
Account administration	43%
Health care administration	24%
Temporary staffing	21%

The list expands more but the percentages decrease. For this reason, let us think of the above as an example and consider the high percentages reported. If we ask ourselves, do we already outsource these tasks/functions in the Middle East? Yes, sure we do.

Posted in Human Capital, Outsourcing | Tagged acquisitions, administration, assessments, benefits, consistency, consultant, corporations, curricula, decision, department, development, Employee, Health, HR Outsourcing, Human, mergers, Middle East, needs, organization, percentages, policies, Resources, Standardization, system, systems, transformation, Ulrich, vendor | 1 Comment