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    HR Adds Value To Business

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    Uthra Pandian
    This document discusses how human resource (HR) functions can add value to businesses. It summarizes several sources that find employee engagement is driven by commitment to their job, manager, and organization, and that both rational and emotional commitments are important. The document also notes that HR business partners are most effective when they play a strategic partner role to the business, and that organizations with strong employment value propositions have more committed employees. It concludes by suggesting HR focus on strengthening employment value propositions and support managers in driving engagement.

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    HR Adds Value To Business

    Uploaded by

    Uthra Pandian
    220 views11 pages
    This document discusses how human resource (HR) functions can add value to businesses. It summarizes several sources that find employee engagement is driven by commitment to their job, manager, and organization, and that both rational and emotional commitments are important. The document also notes that HR business partners are most effective when they play a strategic partner role to the business, and that organizations with strong employment value propositions have more committed employees. It concludes by suggesting HR focus on strengthening employment value propositions and support managers in driving engagement.

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    HR Adds Value to Business

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    This document discusses how human resource (HR) functions can add value to businesses. It summarizes several sources that find employee engagement is driven by commitment to their job, manager, and organization, and that both rational and emotional commitments are important. The document also notes that HR business partners are most effective when they play a strategic partner role to the business, and that organizations with strong employment value propositions have more committed employees. It concludes by suggesting HR focus on strengthening employment value propositions and support managers in driving engagement.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    220 views11 pages

    HR Adds Value To Business

    Uploaded by

    Uthra Pandian
    This document discusses how human resource (HR) functions can add value to businesses. It summarizes several sources that find employee engagement is driven by commitment to their job, manager, and organization, and that both rational and emotional commitments are important. The document also notes that HR business partners are most effective when they play a strategic partner role to the business, and that organizations with strong employment value propositions have more committed employees. It concludes by suggesting HR focus on strengthening employment value propositions and support managers in driving engagement.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 11

    Is HR adding value to Business?

    Sukumaran Mariappan
    Head Human Resources SAARC Region, ME & Thailand

    Employee engagement is commitment to job, manager, team, and organization, which drives effort and intent to stay, resulting in improved performance and retention.

    Source: CLC Employee Engagement Research

    Focus should be on drivers of both rational & emotional Commitment for successful Employee engagement

    Effective HRLine Support Drives Talent and Business Outcomes HRBP performance is the biggest driver of HRline support effectiveness regardless of service-delivery model

    Source: Corporate Leadership Council, HRLine Support Effectiveness Survey. The effects are modeled using a variety of multivariate regressions with appropriate control variables

    The HRBP Job Is Actually Four roles The HR Business Partner performs a variety of activities for the line. These activities group into the following four roles

    Source: Corporate Leadership Council, HRLine Support Effectiveness Survey.

    The Strategic Partner Role is Most Important Strategic Partner activities have an average impact on HR-Line support effectiveness of 33%, which is three times higher than the next largest category, the Operations Manager, which has an average impact of 11%.

    Source: Corporate Leadership Council, HRLine Support Effectiveness Survey.

    Organisations with effective EVPs enjoy significantly higher levels of commitment from their employees

    Source: CLC Employment Value Proposition Survey

    Our Employee Engagement practices are focused on strengthening our Employment Value Proposition

    A vast majority of drivers lie within managers span of control

    Questions to HR Leaders

    Thank You

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