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EFQM & Human Resource

This document discusses the EFQM human resource process survey tool, which consists of 10 elements that represent key HR processes. Each element is described at different maturity levels from 0-10. The 10 elements include HR strategy, organizational capability development, staffing, employee development, talent management, performance management, reward and recognition, health and safety, internal/external relations, and data management/HR systems. For each element, the document provides an overview of the main aspects and objectives of the HR process.

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mayura patil
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554 views16 pages

EFQM & Human Resource

This document discusses the EFQM human resource process survey tool, which consists of 10 elements that represent key HR processes. Each element is described at different maturity levels from 0-10. The 10 elements include HR strategy, organizational capability development, staffing, employee development, talent management, performance management, reward and recognition, health and safety, internal/external relations, and data management/HR systems. For each element, the document provides an overview of the main aspects and objectives of the HR process.

Uploaded by

mayura patil
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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EFQM & HUMAN RESOURCE

Submitted by-Mayura Patil


Batch – 16
Roll no - 29
INTRODUCTION
 EFQM is a membership based not for profit organisation.
 Enable management and HR management to measure the quality of HR
processes.
 It stimulates a continuous improvement program (on the basis of Plan, Do,
Check, Act) to support the Human Resources function within the company
on the journey towards HR Excellence.
INTRODUCTION
 The purpose of this tool is to enable management and HR management to measure the
quality of HR processes.
 The HR Process Survey Tool consists of 10 elements, each representing a specific HR
process.
 Each element consists of 10 maturity levels.
 A general categorization used in the PST includes the following maturity levels:
 Levels 0 – 3 add hoc approach; focus on admin / transactional activities
 Levels 4 – 6: more focus on processes and started with strategic HR

management
 Levels 7 – 10: strategic HR and integration with the business

The definition of maturity level 7 represents an internal best practice level whilst
in level 10 best in class has been described.
HR PROCESS OVERVIEW
ELEMENT 1: HR STRATEGY PROCESS
Main elements of the process:

• Contribute to the definition of the Business Strategy


• Identify HR implications of the Business Strategy
• Define requirements for organizational capability development and other HR processes
• Analyze organizational capability and other HR processes
• Determine critical gaps
• Check if HR implications of the business strategy need to be reformulated
• Set targets and priorities for organization capabilities
ELEMENT 2: ORGANIZATIONAL
CAPABILITY DEVELOPMENT
 Create a leadership/coaching system that links all business functions
 Right action = reward the right: people, things, ways, time and reasons
 Create the feeling in the organization that people can fail to succeed
 Create the necessary infrastructure to connect people with metrics
 Become a development organization and teach at every level continuously
 Enable people with development opportunities to higher levels of function
 Understand appreciative coaching and how to build a culture around it
 Make it fun to work in the organization
ELEMENT 3: STAFFING
 Develop a clear profile of the current workforce (demographics and competencies ,
trends etc.
 Determine what workforce profile will be require in future to ensure comparative
advantage to meet niche needs.
 Conduct Gap Analysis: what is missing, what is in overabundance
 Develop and implement a plan to close the gaps, acquire or built skills and re-
allocate resources
 Align all Human Resource policies, systems and programmes
 Evaluate the impact of changes and update the strategy accordingly
ELEMENT 3: STAFFING
ELEMENT 4: EMPLOYEE
DEVELOPMENT

Key aspects of the employee development process are:


• Develop and deploy Employee Development Policy and tools
• Systematic analysis of required competencies
• Define curricula for Employee Learning
• Systematic Employee Induction
• Development planning on individual, team and organizational level
• Employee Development effectiveness management
• Process monitoring and improvement planning
ELEMENT 5: TALENT MANAGEMENT

The process of talent management is key for attracting, recruiting,selecting,


retaining and developing talent for (future) leaders

• Talent Management policy and tools


• Talent Recruitment
• Talent identification process: detection, nomination, development center /
assessment, confirmation by top management
• Talent development deployment
• Career-scenario planning
• Process monitoring and improvement planning
ELEMENT 6: PERFORMANCE
MANAGEMENT

• Performance appraisals and regularly scheduled reviews


• Employee interaction
• Well establish an effective mentoring process
 Evaluating contributions against business objectives and demonstrated
values over the previous period
 • Differentiating in performance through calibrated ratings
 • Aligning personal objectives with business objectives for the coming
period
 • Assessing required competencies and values
 • Identifying opportunities for people development
ELEMENT 7: REWARD &
RECOGNITION

Objectives of the Reward policy are:


1. Provide performance-based rewards:
− Creates a strong performance ethic
− Motivates top performance
− Aligns the interests of shareholders and people
2. Provide competitive total compensation:
− Helps to attract and retain (top) talent
− Targeted to provide:
o Competitive pay for good performance
o Outstanding pay for top performance
3. Establish Reward & Recognition Framework:
− Facilitates mobility
− Reinforces the company identity; creates transparency
− Ensures fairness in reward decisions
ELEMENT 8: HEALTH & SAFETY

 Health and Safety includes working conditions in a broader sense. The


process
 Focuses on managing and improving health and safety procedures,
prevention of
 Absenteeism and improvement of working environment.
ELEMENT 9: INTERNAL AND EXTERNAL
RELATIONS

• Organization should develop basic communications plan


for the Employees
• Planning internal or external communications helps a
great deal to develop a communications plan, either
informally or formally
ELEMENT 10: DATA MANAGEMENT AND HR SYSTEMS

 Data management and HR systems includes procedures and systems for


gathering,
 maintaining, processing and analyzing HR-data to support all relevant HR-
processes.
 The data management and HR systems process contains:
• Employee related data and the accessibility
• Employee and Manager Self Service
• HR systems and data availability on corporate level including extracting data the
performance of the processes
Thank You !

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