|
Davor Markota, Croatia
|
The Role of HR in Business Process Reengineering (BPR)
We already know BPR is not about IT only. But I'd like to find out what can or should be the role of HRM (Human Resource Management) in effective BPR implementations?
Thanks for sharing your thoughts...
X
Sign up for free
Welcome to the Business Process Reengineering best practices of 12manage.
Here we exchange knowledge and experiences in the field of Business Process Reengineering.
❗Sign up now to gain access to 12manage. Completely free.
X
Continue for free
Please sign up and login to continue reading.
Here we exchange knowledge and experiences in the field of Business Process Reengineering.
❗Sign up now to gain access to 12manage. Completely free.
| |
|
|
| |
|
Kenneth Salazar Saenz
Entrepreneur, Costa Rica
|
|
Importance of HRM to Pursue Effective Business Process Reengineering HRM has a big role in BRP since it cannot be conceived as a department for payroll/administration only:
- HR holds together all vital activities in the organization such as Recruitment, Training, Organizational and Personal Development and therefore everything that has to do with Analysis and Description of Jobs to foresee a structured reengineering (or new positions) taking into consideration what inputs and resources (financial/non financial) the company counts on and this includes close collaboration and communication with IT.
- Also HR is involved in motivation, organizational climate, incentives, etc., to attract new fresh candidates and to transfer the current ones into new ways of working.
- HR must comprehend and propagate that people are the highest most valuable asset of an organization, so it is imperative that they get the best working environment and the best tools to perform in an optimal way.
|
| |
|
hassan
Teacher, Nigeria
|
|
Importance of HRM in BPR I am not a HR expert, but for sure HRM is important in getting the best qualified personnel to get the reengineering process done. I agree the biggest asset any organization can have is its human capital and many organizations nowadays have changed HRM to HCM to reflect this.Thank you.
|
| |
|
rohmensen
Netherlands
|
|
HRM in BPR as Strategic Department to Facilitate Management HRM is a fundamental part if you want BPR to be efficient.
- In BPR, you typically need to look across departmental and location borders. Getting HR onboard can help looking for solutions beyond these borders.
- A BPR effort normally has a large impact on the organization and people working in it. Getting HR onboard can help and facilitate management to achieve the necessary changes.
|
| |
|
Steynebrugh
Consultant, Netherlands
|
|
The Strategic Role of HRM Nowadays, most elements of the marketing mix can be changed in the blink of an eye: price, suppliers, resellers etc. You can't establish a select group of employees at the same speed. HRM needs some time to find people, recruit them and train them.
So the role of HRM is to ask the board: "What kind of employees will be needed in (say) one year from now?" Thus HRM keeps the board sharp. That's a strategic task.
|
| |
|
Dejonckheere
Management Consultant, Netherlands
|
|
HRM Role in the BPR Process BPR has a massive impact on the organization of work and the tasks of the employees. The changes have a severe impact, not only on the competences needed, but also on the personality traits of the people likely to flourish in the newly designed organization.
Social redesign based on a sound analysis of actual and future-desired personal profiles ads a lot to the results you are going to get.
|
| |
|
Josephat Olwal Ngesah
Kenya
|
|
Requirements for HR People in BPR These are definitely good insights into the role of HRM in BPR initiatives.
Perhaps, I can add that for HRM to do this they need to always think strategically themselves and align their roles to the overall corporate strategy. It will not help if the HR officers are just transactional, opaque and avoid hard conversations.
|
| |
|
Ehab
Lecturer, Malaysia
|
|
Role of HRM in Business Process Re-Engineering The human factor is considered an influential critical success factor for improvement projects, so any improvement disciplines should consider this point, additional to the role of management process which is representing the base of the ability to change.
|
| |
|
Arshad Ali, Pakistan
|
|
HR Understanding of Business Process In BPR, HR people should have a very good understanding of the old and new business process. The role of HR is changing; they are no longer in a facilitation role, they need to be part of board meetings and if they want to survive they have to understand the business process.
|
| |
|
Horacio Cortese
Consultant, Argentina
|
|
Champion Role for HR Managers in BPR HR has to be the champion in the Business Process Reengineering, because in the last 20 years of this management practices the most important restrictions were the implementation of the new procesess and commitment of the management team. Always one sees restrictions of leadership and organizational behavior.
Only with an attitude and acceptance of the rol of "credible activist" HRM will be the real champion.
|
| |
|
Ivan Kohlinsky
Management Consultant, Guernsey
|
|
HR's Role in BPR HR definitely needs to be involved in any BPR project both at the START and DURING the development of re-engineering solutions.
Anyone carrying out BPR needs to know and fully understand the current job descriptions and their limitations, formal organisation structure & informal arrangements, as well as the practical aspects of any staff and/or management role changes and organisational structure changes created during BPR.
HR also has a role in liaising and explaining changes to staff and management, determining pay/terms changes and of course ensuring effective union communication and agreement.
|
| |
|
Joseph Cole
Business Consultant, Canada
|
|
Strategic Role of HRM in BPR I agree with many of the comments listed about HR's traditional 'transactional' and 'training & development' role in a BPR effort. As a change agent - however - I see the greater opportunity for STRATEGIC HR - in the role of change enabler - to move past the 'process' part and towards 'creating employee value and commitment' through many linked efforts including training & development, renumeration, advancement, and recruiting.
This aids in sustaining the BPR efficiencies over the long-term.
|
| |
|
Jerome, South Africa
|
|
HRM and BPR in the Business HRM is a vital link in any organisation. This however also depends very much on how the management view and engage with HRM. Many business view HRM as doing the contracts, IR, etc and forget to see the true value it can add to the business.
Humans should be the critical part of the business but production, finance and machinery have taken that place. The mindset of business needs realignment to take into account the value people have and the role HRM is playing in the success of the business. The long term sustainability of any business depends on its workforce.
|
| |
|
Davor Markota, Croatia
|
|
Expanded View to BPM Thanks to you all for your comments. It is clear for all of us that HRM is in the focus of the BPR and BPM.
Why then is there so much focus on IT and workflow management in the BPM topics while HRM is largely neglected, at least speaking regards standard websites?
|
| |
|
Sainey Ceesay
Financial Consultant, Gambia
|
|
HRM: Roles in BPR Excellent pieces on HRM!
- From a Resource Based View (RBV) point of view, organizations can be able to enjoy sustained competitive advantage when they effectively manage their key internal resources. One key resource being human resources.
- In BPR, HR managers must be able to reorganise the internal human resources in a way to gain strategic alignment with the business objectives. Jobs must be reviewed and analyzed and redesigned or realigned to the new business processes. Equally HR managers should work with the business managers to cater for the inflow of new resources by way of recruitment selection and performance appraisals, once they are in.
- BPR is a (rapid) transformation process and requires a lot of training, development and performance monitoring and retraining etc. HR managers should take the lead in this.
|
| |
|
Lafayette Howell
Director, United States
|
|
Practical Value for HR to Accelerate Change HR is essential to BPR or any other transformation or change initiative. Here are some factors to consider:
1. HR should work "inside a business unit or division". The purpose, just the same as IT as...
|
| |
|
Leslie Gaskins
Business Consultant, United States
|
|
The Role of HR in the BPR Process This is a good question that needs more attention by HR professionals.
Before answering the question, one needs to clarify the term BPR. When Hammer and Champy introduced concept in the early 1990s t...
|
| |
|
Sudhir Kumar Pant
Consultant, India
|
|
Role of HRM in BPR HRM plays an important role in organizational structuring, as well as in identifying competencies required for each position. Both of these 2 are directly linked to the BPR exercise....
|
| |
|
Basil Pollyn
Teacher, Nigeria
|
|
Role of HRM in BPR It's obvious that the success or failure of any organization rests with its people. They are pointers to competitive advantage achievable by the firm in its industry. It follows therefore that BPR as ...
|
| |
|
Trustlord Marecha
Director, South Africa
|
|
Role of HRM in BPR BPR does not function elsewhere outside HRM. But HR personnel also need reengineering so they keep the organisation geared for sustainable change, align it with global challenges and more so to surviv...
|
| |
|
James Onyango
Management Consultant, Rwanda
|
|
The Role of HR Managers in BPR Also throughout my management career spanning over 25 years, my experience is that BPR succeeds where HR Managers are not afraid to take the lead in its implementation.
BPR is a people issue due to o...
|
| |
|
Mary Laniyan
Management Consultant, Nigeria
|
|
Role of HRM in BPR In addition to all the valuable contributions on BPR, even small improvements (Kaizen) inevitably involve managing change. The human side of change management as we know can be tricky. HRM with its kn...
|
| |
|
Joseph Cole
Business Consultant, Canada
|
|
Role of HRM and BPR @Leslie Gaskins: Leslie your comment about the HR 'profession' limitations is so true. I am a Change Agent with an education in HR which came AFTER years of work in continuous improvement / business e...
|
| |
|
Josephat Olwal Ngesah
Kenya
|
|
Role of HRM in BPR and BSC This debate is becoming sweeter as more and more contributions come along. Indeed, the aim of BPR like most of us have said is to (quickly) improve our business processes. Why do we need to improve th...
|
| |
|
Paul Martins
Management Consultant, Nigeria
|
|
The Role of HRM in Effective BPR Implementations HRM has a very vital role to play towards ensuring successful BPR implementations by dispensing appropriate personnel to meet the specifications requested by the BPR Consultant or Manager for the Test...
|
| |
|
Davor Markota, Croatia
|
|
The Role of HR in BPR and other Improvement Efforts A few weeks ago there was a conference about the Lean approach held in Zagreb, Croatia. It was stated that Lean can help creating significant reductions in costs and establish improvements in product...
|
| |
|
AJ Visser
Consultant, South Africa
|
|
The Role of HR in BPR Process @Leslie Gaskins's response was probably the best to read. I just have one additional comment to make.
In all cases existing processes deliver the right product most of the time. The best way to handl...
|
|
Log in
Comments by date▼