What are the steps followed in establishing HR division?

In his latest book “HR from the Outside In”, David Ulrich outlines the following four areas and seven steps necessary to build an effective HR Department…

1. Create an HR business plan.
2. Finalise your HR department organisation.
3. Provide good HR analytics.
4. Do HR for HR – be a role model.

By creating an HR Business Plan, Ulrich identified7 steps:

1.    DEFINE BUSINESS CONTEXT.

Activities: Define the business environment. Recognise and define expectations of key stakeholders. Master the business strategy.

Outcomes: Recognise the challenges facing the business, the stakeholder expectations, and appropriate business strategies.

2.    ARTICULATE HR VISION.

Activities: Who we are (partner, guide, director,  leader, architect, etc.). What we do (build individual and and organisational capability, etc.). Why we do it (competitiveness, etc.).

Outcomes: Articulate a vision of the HR function that can be shared inside the function (to excite HR professionals) and outside the function (to engage clients).

3.  SPECIFY DELIVERABLE OUTCOMES.

Activities: Define the deliverables, outcomes, or  guarantees from doing good HR work. These should be measurable and specific.

Outcomes: Define three to five deliverables of what the HR function can guarantee for the organisation. These deliverables are often capabilities required for the organisation to compete. They must specific and measurable.

4. MAKE HUMAN RESOURCE INVESTMENTS.     

Activities: Create a typology or menu of HR practices that can help reach outcomes.  Generate alternative HR practices. Prioritise critical HR practices. Make investment choices on critical practices (cost-benefit analysis).

Outcomes:  Prioritise HR practices that must be implemented to accomplish the deliverables.

5. CREATE HR GOVERNANCE AND STRUCTURE.

Activities: Identify who can do the work (HR, line managers, strategic vendors, staff managers).  Create a responsibility grid for who must do the work.

Outcomes: Define accountabilities and responsibilities for getting HR work done.

6. PREPARE ACTION PLANS       

Activities: Prepare a specific action plan (who, what,  when, where) for accomplishing HR priorities.

Outcomes: Prepare an action plan with detailed tasks, responsibilities,resources required, time frames, and so on.

7. ENSURE HR COMPETENCIES.

Activities: Identify critical HR competencies needed to meet the HR plan.    Access current state of competencies. Prepare improvement plans.

Outcomes: Ensure that HR professionals are able to accomplish the business plan.

As you can see, Ulrich clearly focuses on developing the HR fraternity as a major priority.  We’d therefore like to let you know about the upcoming HR Business Partner Conference and Workshops to be held on the 9, andth September. This event serves as an ideal opportunity to develop HR people in the necessary competencies to face the challenges of today and tomorrow. 

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