【正文】 Learning Rewarding Staffing Performing Organizing Talent Management Practices HRAlignment Follows the VBM Implementation Process HRVBMAudit HRAlignment Step 1: Strategic Assessment Step 2: Current State Step 4: Value Drivers Financial/Operational Step 3: Future State Step 5: HR Policy Alignment Step 6: HR Structure and Service Delivery Step 8: Measure and Monitor Step 7: Change Mgmt. Strategy Aligning HR to VBM: Implementation is a Complex Process Step 1: Strategic Assessment Step 2: Future State Step 4: Value Drivers Financial/Operational Step 3: Current State Objectives Tools Outcomes ? Gathering data on business issues with VBM implementation ? Assessing the gap between corporate and business unit perspectives ? Analysis of current state concerning: — Culture — Business Processes — Value Enhancing Behaviors ? Design of the future state in respect to: — LongTerm Business Goals — Business Processes — Culture — Behaviors ? Structured interview ? Existing data and material analysis ? Input from strategy department or finance ? Define expectations from Corporate ? Perspective on value creation ? Define main problems of business unit managers ? Ownership for the problems ? Expectations for HR Role ? Cultural assessment survey ? Business process monitoring and mapping ? Structured interviews and design workshops ? Use of tools prepared in previous step ? Design workshops ? VBM Culture Gap ? Check of existing business processes VBM related with an HRimpact ? Check of HRBusiness processes and programs ? Assessment of behaviors enhancing/hindering value creation ? Cascading valuedriver tree to business unit levels ? Securing understanding for different unit contributions to value creation ? Compensation alignment with VBM ? Valuedriver generation ? Industry benchmarks ? Link to corporate objectives ? Incentive design, Performance design ? Action plan concerning needed changes in the respective areas ? Definition of business unitspecific value drivers ? Definition of HRinputs for definedvalue drivers ? Definition of main HRprograms to reinforce strategy and value creation, Compensation, Performance Management Aligning HR to VBM Implementation is a Complex Process Step 5: HR Policy Alignment Step 6: HR Structure and Service Delivery Step 8: Measure and Monitor Step 7: Change Mgmt. Strategy Objectives Tools Outcomes ? Definition of the workforce strategy ? Alignment of all HR systems ? Definition of value enhancing HR structure and service delivery ? Division of tasks between corporate and business unit ? Definition of a change management plan ? Definition of transition management plan ? Assignment of responsibilities ? Best practices ? Design tools and workshops ? Best practices ? Organizational design tools ? Cost analysis (Activity based) ? Process mapping ? Action plan structure concerning needed changes in the respective areas ? Implementation tools for managers ? Positioning of HR as partner for business units for VBM implementation ? Definition of roles and services provided ? Assessing the VBMimplementation plan ? Feedback and milestone check ? Focus accountability ? Engagement model ? Continuous reporting and munications ? Definition of corrective measures ? Definition of VBM impact on the engagement of the workforce ? VBMbased behavior ? VBMHRMeasurement System ? Definition of needed changes in: — Staffing — Rewarding — Learning — Leadership — Performing ? Change plan including: — Communication strategy — Education strategy — Leadership alignment — Transition strategy Critical Factors Driving Successful Implementation of VBM ? Strong support at the executive management (CEO) level ? Effective munication throughout the anization ? Aligned management and anizational systems ? Developed focus on strategic planning ? Resource allocation on the basis of value creation ? 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