The HR we know or may not

The HR we know and

may not know!

A presentation by Olufunso Steve Olofinlade,

2014 at Silverbird Group

Just ‘One’ Ground Rule

There are NO Right or Wrong Answers!

PARTICIPATE! What you put in, is what you get out.

Human + Resources = HR

……If ‘Resource’ is a source or supply from which

benefit is produced.

Is it then safe to say ‘Human Resource’ can be

said to be a group of persons or human beings

providing certain benefits?

So what is HRM?

HRM is Big! with Buzz Words

BIG

KPI

Acculturation

Competency

Definition

JD Job

Specification OJT

Job Evaluation,

Job Enrichment

Peer Based

Review

Pay for Role

Thinking as an ‘Entrepreneur’

Entrepreneurs combine the different factors of

production – land, labor and capital

….Even in Business Execution

Execution

People Process

Strategy Process

Operational Process

So, let’s talk Football. THE SILVERBIRD GROUP

AGBONMAGBE GROUP

Goal Keeping

Defensive

Midfield

Attack/Offensive

COACH AC GKT

What is the overall goal?

How do you assemble the team?

What influences your decision?

The various departments?

Individual roles and Responsibilities?

How do you measure performance?

What are the results of optimal

performance?

How are they rewarded?

Role of the coach & Assistants?

What has been thrown up!

Attraction

Selection

Training/

Development

Reward

Assessment/

Performance Mgt.

Redefine HRM?

Process of Attracting, Selecting, Training, Assessing

and Rewarding employees (human resources) in an

organization.

What it entails.

Attraction

Selection

Training

Reward/

Retention

Assessment/

Performance Mgt.

Employer Brand, Campus Outreach, (Best Place

to Work?)

Assessment Centre, Competency Based

Interviews, Headhunting

Balanced Score Card Approach, Appraisal

Reviews & Cycles

Financial & Non-Financial Rewards

Competency Framework, Competency based

trainings, Curriculum, Academy.

Talent Management

Point

of

ENTRY

Point

of

EXIT

EXIT MANAGEMENT

Talent Management

Attra

ctio

n

Sele

ctio

n

Perf

orm

anc

e M

gt

Rew

ard

&

Reco

gni

tion

Emp

loyee

Enga

gem

ent

Voluntary

Involuntary

TALENT

Retirement

Performance Management

Why is the Balanced Score

Card balanced?

FINANCIAL PERSPECTIVE

25%

CUSTOMER SERVICE

25%

PROCESSES

25%

LEARNING & GROWTH

25%

Performance

Improvement

Plan?

Learning & Development

TOTAL LEARNING SOLUTION

Competency

Assessment

Competency

Framework

Curriculum

Development

Knowledge

Management Learning

Map/Journey

On – The – Job

Learning/training

E - Learning Self Study / Self

Development

You need to Stand-Out.

- Communication Skill

- Analytical Skill

- Strategic Thinking

- Problem Solving

- Innovation