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  • HR Service Centre Model: More Strategic Services From HR

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    Shaharizan Salleh
    94 views8 pages
    The document discusses the current HR model and proposed changes to the structure at BATM. It outlines the roles of the HR Director, Generalist, and Specialist under the current model. It then notes challenges around clarity of processes, balancing strategic vs administrative work, and preparing for future initiatives like Project Enable and a possible regional shared services model. The proposed new structure introduces an HR Service Centre role to handle transactions and ensure consistency, alongside the existing Generalist and Specialist roles. The transition will occur over three phases to implement the new structure and capabilities.

    Original Description:

    HR Service Center

    Original Title

    HR Service Centre Model

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    The document discusses the current HR model and proposed changes to the structure at BATM. It outlines the roles of the HR Director, Generalist, and Specialist under the current model. It then notes challenges around clarity of processes, balancing strategic vs administrative work, and preparing for future initiatives like Project Enable and a possible regional shared services model. The proposed new structure introduces an HR Service Centre role to handle transactions and ensure consistency, alongside the existing Generalist and Specialist roles. The transition will occur over three phases to implement the new structure and capabilities.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    94 views8 pages

    HR Service Centre Model: More Strategic Services From HR

    Uploaded by

    Shaharizan Salleh
    The document discusses the current HR model and proposed changes to the structure at BATM. It outlines the roles of the HR Director, Generalist, and Specialist under the current model. It then notes challenges around clarity of processes, balancing strategic vs administrative work, and preparing for future initiatives like Project Enable and a possible regional shared services model. The proposed new structure introduces an HR Service Centre role to handle transactions and ensure consistency, alongside the existing Generalist and Specialist roles. The transition will occur over three phases to implement the new structure and capabilities.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    of 8

    HR Service

    Centre Model
    More strategic services from HR
    Current HR Model in BATM
    HR Director
    HR Generalist
    1st point of contact on all HR
    issues
    General business knowledge
    Function specific knowledge
    General HR knowledge
    Can also be Champions of
    certain knowledge/activities

    HR Specialist
    Hold specific HR knowledge
    General business knowledge
    Ensure company wide co-
    ordination & consistency of
    People Mng. Processes
    Co-ordinate the development of
    People Mng. Processes
    Develop Tools / Custody of
    Tools
    We have moved forward with
    our new structure
    Functional Top Teams accepted People Agenda as
    important
    Discussion on talent and organisation development
    increased in quality
    Generally positive feedback on current structure
    from line management
    We are facing challenges
    currently and in the future
    Clarity in HR processes - who does what in any HR
    transactions?
    Strategic vs administrative - how do we manage our time
    to deliver Everest and Legacy objectives?
    Project Enable and future HR Shared Services - how far
    are we from best practice? Are we prepared for a
    regional HR Shared Services model?
    We have done well so far but

    How do we enhance our structure to take
    advantage of the goodwill of the business/line
    to ensure that we can concentrate more on
    Everest and Legacy imperatives; as well as
    making sure we are ready for the future
    through Project Enable and possible HR
    Shared Services?
    3-workstream model of HR
    HR Director
    HR Generalist
    1st point of contact
    for business / line
    General business
    knowledge
    Function specific
    knowledge
    General HR
    knowledge
    Can also be
    Champions of certain
    knowledge/activities
    HR Specialist
    Hold specific HR
    knowledge
    General business
    knowledge
    Co-ordinate the
    development and
    implementation of
    People Mng. Processes
    Provide strategic HR
    advice and work for
    Company
    HR Service Centre
    1
    st
    point of contact for
    employees
    General business
    knowledge
    Deep knowledge on HR
    transactions
    Customer service model
    Custodian of HR tools
    and information
    Ensure company wide
    consistency of People
    Mng. Processes
    Human Resources
    Consulting
    Aligning human resource
    solutions with business &
    organizational requirements,
    deploying HR programs and
    services, and supporting HR
    decision making to maximize
    human performance
    Best HR Practice
    Development
    Developing innovative
    and responsive HR
    products and services
    and committing to
    continuous change and
    innovation in ongoing
    solution development
    Administrative
    Excellence
    Delivering low cost, high
    quality, service-oriented
    transaction processing,
    information management,
    and management reporting
    to the Company and Line
    and employees
    With the re-structure, we will
    deliver
    We will get there in 3 phases
    Q2 Q1 Q3 Q4
    Phase 1
    Put resources
    in place and
    communicate
    Phase 2
    Review processes (in line with Enable)
    Start capability building
    Customer service
    Rounded HR knowledge
    Phase 3
    Break boundaries and restructure
    into one seamless team
    New way of delivering service
    Ready for Enable and prepare for
    HR Shared Services

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