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HR Harmonisations & Improvements Projects 92

The Scope of an HR Harmonisation/Improvement Project is to develop a HR Strategy to achieve the new plans.

Increased global business complexity requires robust and globally deployed strategies, with scalable processes and organisation structures, greater flexibility and responsiveness, as well as availability of accurate information.

It should make the organisation’s values as an employer clear, ensuring that the workforce needs are effectively identified, planned and delivered so that resources are aligned to the priorities of the organisation and ensure that employees are motivated and engaged to deliver the very best services on behalf of the Human Resources team.

Employment Relationship and Experience

As an organisation aims for excellence and in order to attract and retain first class staff, HR needs to ensure that the employment package and experience reflects these aspirations. HR will also be researching other comparable organisations to ensure that the employment package is competitive and consistent with best practice.

Factors that influence the choice of employer will be different to everyone. HR therefore needs to identify what it means to employees. This can be done by consultation exercises to identify priority areas for action. For each action within the plan there will be a ‘SMART’ measure, reasons for each will be given such as performance, employee satisfaction, or compliance with legislation.

Human Resources, of course, needs to be mindful of the business financial position. This may mean that HR cannot necessarily meet all employees expectations. HR will therefore need to target the resources in line with the priority workstream/project areas identified.

The Improvement Project

The improvement project process asks the questions ‘Where are we today?’ ‘Where do we want to be tomorrow?’ ‘What is the gap between today and tomorrow?’

Once the gap is identified, options will be identified to address the gap and those options are evaluated to inform the conclusions and recommendations. The recommendations will lead to a detailed implementation plan with ‘smart’ targets that will facilitate the delivery of the HR Strategy.

A HR harmonisation and improvement plan is a huge challenge for any HR Team. There are many workstreams/projects that are very difficult to design, customise, implement and review with employees that may not have experience and knowledge of such a project.

An organisation needs to reflect ‘excellence’ in all areas of the employment relationship. It therefore needs to ensure that HR develops appropriate policies, procedures and guidance tailored to the needs of users, whilst recognising the requirements of employment legislation and reflecting ‘best practice’.

Our ‘Questions to get to know your HR Function’ product and our ebook ‘Measuring The Contribution of Personnel & Development’ will help you with your HR Harmonisation & Improvement planning.

(c) New To HR

 

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Nicole Le Maire
People are important, whether you like it or not. That is where I come in, it is my work and passion to improve your business, people and... bottom-line. My job is to help you and offer people insights in a transparent and understandable way. My diverse international (35+ countries) management and HR experience spans from start-ups to established organisations advising them through their stages of creation, growth, and stabilisation. I have extensive hands-on experience leading business and HR initiatives, including instructional design (online courses), organisational development and design, policy (re-)design, compensation and benefits, performance management, recruiting, HRIS implementations, HR workflow development.

2 thoughts on “HR Harmonisations & Improvements Projects

  1. The company had a department that was sold to other partners some employes were absorbed in the other existing departments and given different roles altogether from the initial agreement. What is the professional advice should they be paid and negotiate for new jobs in the same company. What happens if the company also changes the account of the seizing department, will it mean that the employee will start afresh and their previous dues lost?

    • Hi Frances – thank you for your comment – very interesting as it exactly links to my post.

      It differs a lot per country/region of the world (law). However a few things are noted: initial agreements, changes to job roles, terms and conditions.

      When a company sells (does not matter to who) there are rules to follow. It can happen that employees need to apply for their ‘own role’ and that changes are made in contracts at a later stage, however this should fall under a particular agreement – so no $/dues must/can be lost(unless it is closure)!! For example, in the EU this is very strict and it would fall under TUPE. (there are ways around this for a company – and I have a feeling this may be the case with your example) Unfortunately, there is a way in which a company can change accounts – however if there are enough employees – this can be taken further legally…

      Now I cannot fully comment as I do not know the background/(legal)country – but would love to find out a bit more…

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