1: DESIGN OF THE PEOPLE STRATEGY
THAT WILL WIN FOR THE COMPANY

Problems

As the business world continues to change at a breakneck pace, companies and their human resources departments are being pressed to develop and deploy effective people strategies. The goal is still to supply aligned, committed, and competent people assets, but the means for doing so has changed as the competitive landscape has changed. Defining a winning people strategy in this time of highly-mobile, independent-minded, better-educated workers is a challenge indeed.

In addition, human resources departments find themselves in turbulent times, pulled on for more relevant services and lower costs while being criticized for not really being a part of the business. Redefining and changing the role of the HR department becomes a top priority for today's corporation.

Solutions

Holland & Davis has demonstrated the capability to work directly with clients to resolve the people strategy problem through:

Organizational Strategy Development

HDI worked with a large energy service company to design and rationalize its organization structure for global operations. The new organizational design allowed effective local control of operations guided by principles and values for maximization of the overall corporation's performance. The "think global, act local" design allowed effective expansion of the company's operations into more that 30 countries and markets.

Human Resources Strategy Development

HDI worked with a major, national real estate development and management company to develop a human resources vision and philosophy to ensure that the needs of the business would be best served while providing an improved commitment environment for the firms' employees. The improved vision and philosophy has enabled the firm to have less than 5% turnover and to attract new personnel across the country, allowing the expansion into multiple markets.

Re-defining the Role of the HR Department

HDI worked with a large, national insurance firm to re-define the role of HR in the organization. HDI led visioning sessions and provided the management structure for identifying and completing the implementation of the vision. The HR department has been able to provide better service to the line organization and become more of a partner in the insurance business than ever before.

Changing the Service Delivery Mechanism

HDI worked with a national television broadcast company to identify a shared services structure that would allow the service department, like human resources, to provide optimum services at the lowest cost to the users. HDI conducted user surveys to determine overall satisfaction level with service and to identify the needed competencies for service providers. HDI worked with the company to develop and implement the selection and training processes needed to support the shared services framework.