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Creating a Robust Plan "Top management support. If you don't have it don't start." Tom Bengerann 1. The elements to be included in a plan to move to HR shared services, starting with an explicit statement of business and strategic benefits identified through the business case process defined in The Overview. 2. The main elements that should be included in any plan: senior management sponsorship, buy-in from the organization, the right skills and competencies to deliver HR shared services, effective teamwork and the right information technology systems and software. 3. How to gain buy-in from operational managers: the role of contractual agreements. 4. Defining the necessary skills needed, including customer service, and determining whether to use existing or newly recruited staff and why the latter offers considerable advantages. 5. Process redesign and streamlining: how to identify the scope for improving the effectiveness and efficiency of processes, including the use of techniques such as activity-based management. 6. The role of teamwork as a means of stimulating the sharing of best-practice know-how and collaborative problem solving. 7. Scoping the opportunities offered by information technology and developing web-based self-services for accessing payroll, benefits and other information as well as conducting transactions such as job applications and employee surveys. 8. How web-based technologies are facilitating the development of virtual shared service delivery. The limitations, and advantages, of virtual shared services. If you are a subscriber, click here to read the full briefing. Click here to find out how to subscribe. |
