What are the key goals for Human Resources in 2013? What should be in the focus of each HR leader?

1. HR Goals and
Objectives
in 2013
(and future outlook)

2. About creative HRM

3. creative HRM
creative HRM is my flagship HR project for
2013.
It covers a wide variety of different HR topics,
starting with HR Processes, HR Management
Practices and Procedures, HR Strategy, HR
Transformation and other HR Management
related stuff.
Please, feel free to visit creative HRM.

4. Content

5. Content
• Key HR Goals
– War for Talents
– Innovations
– Performance driven Compensation
– Talent Development as a Key Competence
– Lean HR Processes
• Future Outlook

6. Key HR Goals

7. HR Business Case 2013
• The economic growth forecasted to be weak;
slowdown in the USA and no recovery in Europe
• Re-industrialization of the developed countries
started
• No strong overall income growth
• Increasing price competition and the war for the
market share; HR costs to be monitored and
managed closely
• Top talents still being a scarce resource
• Need for the recognition of top performers
contributing most to business results
• Lack of new leaders
• Simpler, quicker and cheaper HR Processes
required by the executive management

8. Key HR Goals and Objectives
Competitive Advantage
HR Goals and Objectives
Efficiency
HR
Ini,a,ves
Performance
Talent
War for Talents Innovations Based
Development
Compensation
Lean HR Processes

9. War for Talents
• The start-ups and innovative organization
still hiring large numbers of talents from
traditional and mature businesses
• HR needs to:
– Update the recruitment strategy
– Identify key colleges and universities to co-
operate with and introduce internship
programs
– Strengthen the internal recruitment process

10. Innovations supported by HR
• Innovations become the key differentiator
between successful and rigid organizations.
• Supporting innovations and the creativity
becomes the critical success factor for HR
• HR has to:
– Design processes to encourage employees to
introduce innovations
– Design the training for managers as they support
innovations
– Recognize innovations
– Limit the red tape

11. Performance Driven
Compensation
• The top performers have a higher impact
on the business results, and the
compensation policy has to support top
performers and motivate others to reach
challenging goals
• HR needs to:
– Review and update all incentive schemes
– Design and spread the collection of sales best
practices
– Update sales and hard skills training courses

12. Talent Development
• Young talents and high potentials are able
to take over managerial and specialized
job positions. They are the key know
holders for the organization.
• HR has to:
– Design and promote internal talent
development programs
– Incentivize employees to recommend talents
for open vacancies
– Allow quick career moves for the top talents

13. Lean HR Processes
• Lean HR Processes make HR Department
more responsive, cheaper and have a
positive impact on the satisfaction of
internal clients
• HR needs to:
– Introduce the regular HR Process
Management
– HR Dashboards: Design, monitor and take
actions
– Develop process management skills

14. Future of HR
Management

15. Future of HR Management
• Continuing pressure to focus HR Management
on pure value added HR Processes
• Continuing pressure to automate non-value
added HR Processes and Procedures
• Simplification and introduction of lean HR
Processes
• Supporting the business strategy and
implementing growth oriented HR Strategies
• Technical skills and technical university
graduates will be most demanded resources
on the job market

16. Download

17. Download this presentation
• If you want to download this presentation,
please, visit creative HRM by clicking on
this link:
Key HR Goals and Objectives 2013
• The presentation is available in PDF
format. The version in MS PowerPoint
format will be available later during 2013.

18. Thank You

19. THANK
YOU
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crea,ve
HRM
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HR
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