Compensation & Benefits Strategy
ellacoco
HR2018-2021-HR.PPTX1
STRATEGY
| 2018 |
| Lack of Accountability Low Productivity Decreasing Employee Happiness Limited Career Opportunities Increasing Turnover Unpredictable manpower plan Non-optimized employment costs Outdated HR Policies Inefficient HR Processes Ineffective HR practices |
| 2021 |
| Readily available Candidates Future fit Talent Happy & Productive Workforce Inspirational & Autonomous Leadership Strategy enabled & Customer Centric Organization Optimized Human Capital Costs Efficient & Effective HR department |
| Priorities |
| Establish a Performance Culture Make a Strategic Workforce Plan Build a Talent Acquisition Strategy Develop a Talent Identification and Talent-to-Value linking Method Design a comprehensive Job and Career Framework Create competency based Development Programs Construct fit-for-purpose Total Reward Structures Groom Strategic Leadership Capability Align HR policies to Best Practices Optimize & Automate HR Processes |
| Statement |
| We will build the Leading HR Practices that enables Emirates Transport to achieve its Strategy through its Human Capital |
2
2018 -2021 Journey
Autonomous Leadership and Self-Serving Organization
2020 - 2021
Embed & Progress
2019 - 2020
Automate & Build Capability
2018 - 2019
Develop Plans, Policies & Processes
3
Rest of 2018 - Business
Finalize Company Restructure
Design a Job Evaluation & Level Framework
Construct Reward Structure and develop implementation plan
Start the Performance Culture Journey
Provide training in:
Meaning of Performance and 5-point Rating Scale
2-way feedback
“Healthy“ Performance Distribution
Setting SMART Objectives & Stretched Targets
Build Business Scorecards
Hold Calibration sessions
Identify Value Creating roles and review Talent Fit and Comp Package
Identify short-term Critical Competency Gap and start building Capability
4
Rest of 2018 - HR
With a “Customer First” mentality, reliable processes, and fast services we will regain the trust of our Leadership and Employees enabling us to build the leading HR practices
Map and optimize our Processes
Identify Projects & Initiatives, assign owners, and develop action plan
Restructure HR Department
Centers of Expertise
Business Partners
HR Operations / Shared Services
Develop Automation plan and start building (where possible)
All our processes
Performance Management
Talent Management
Compensation Management
Self-Service & HR Helpdesk
Blue Collar (time & attendance, overtime, leave, etc.)
Build a plan to centralize HR Operations from units
Start building HR capability by involving them in projects, initiatives and business training
5
HR Organization
| Strategic |
| Purpose: To bring Thought Leadership, set Strategy, build Platforms & Processes, and develop Capability Centers of Expertise: Talent Sourcing & Acquisition Performance & Talent Management Talent Development & Training Compensation & Benefits |
| Operations |
| Purpose: To provide Administrative, Reporting, Analytics, and System support to HR, responsible for on- & off- boarding and Query Resolution of Employees HR Shared Services |
| Tactical |
| Purpose: To provide Business Context into Strategy/Platforms/Processes and implement them into the Business, facilitate Annual Processes, and provide Advisory Services HR Business Partners: Functional Business |
