Week 1 Unit 2: Integrating HR

Processes
Integrating HR Processes
The “4Rs” of Strategic Human Resources

Right People Right Way Right Things

Staffing, promotions, Performance management, Goal management, variable
workforce planning coaching, merit pay compensation

Who you are How you act What you achieve

Attributes Goals
Competencies
(skills, aptitudes (outcomes &
(behaviors)
interests) accomplishments)

Right Development
Learning, career planning, Create learning opportunities
leadership development

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Integrating HR Processes
Integrate HR processes to maximize Impact

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Integrating HR Processes
Integration enables higher levels of process maturity
Integrated

Talent
Pipelines

Career Talent
Paths Forecasts

Business-Driven Building
Development Talent Pools

Targeted Development/ Selecting

Replacement Planning High Performers

Individual Filling
Development Plans Open Positions
Siloed Siloed
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 Link workforce
Integrating management steps and decisions
HR Processes
Link workforce management steps and decisions
Where should employees focus development energy?
Learning & LEGEND
Development Career Business Operations
Investments What have employees Development Employee Effectiveness
contributed? Workforce Resources

Performance Performance
Staffing Decisions Assessment Coaching
Who are the high
Goal
performers? Setting How can employees
Succession be more effective?
Planning
Goal Goal
Review What do Review
people need to
Workforce
Planning Performance accomplish? Performance
Coaching Coaching
Goal Goal
Review Review
Compensation
Performance
Improvement
Workforce Performance Performance
Coaching Review
How are (if needed)
Budgeting
employees What must I start or stop
How should the company utilize its doing? doing to keep my job?
workforce resources?
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Integrating HR Processes
Different HR methods should enhance each other
Integration points Succession
Management
1. What jobs do we want employees to prepare for? 6
8 1
7 9
2. Who can help employees develop their careers?
3. What developmental insights will support more effective coaching?
10
4. What training will help employees address developmental needs? Onboarding
Career
Development
5. What training do people need to transition to new roles? 11
6. How can we help leaders move into new positions? 12
7. What training will build the talent we need for future jobs?
5 2
8. What competencies do we need to assess and build in future leaders?
9. What coaching & mentoring will help develop future leaders?
10. What are the career paths for new employees? 13
11. What training will help employees get to the next level in their jobs? Social
Learning Management
Learning
12. What insights will help employees improve their performance? 14
13. What relationships will help new employees succeed?
15
14. How can we augment coaching with formal learning & vice versa? 4
3
15. What things do employees need to be aware of as they move into new roles? 360 Surveys

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Integrating HR Processes
If your HR department is divided then your HR process will be too

Many HR organizations function in “silos”

 No single unified HR team
 Each department responsible for its own tools and
technology
 Little reward or incentive for collaboration across
functions

Integrated HR methods require integrated HR

leadership teams
 Does your HR department have an integrated vision
and roadmap for its HR strategy?
 Do different HR leaders regularly discuss how they
can align their efforts? “The only thing that integrates our HR department
are the employees that have to work with them”

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Thank you

Contact information:

open@sap.com
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