Mercer美世的人力资源共享中心Mercer_HR Shared Services.ppt

Shared Services for HR HR Shared Services Why the interest? The Success of Shared ServicesIt works …. but Q1. Has it been a success? Yes. A huge success . . . when well planned and executed. Q2. Does it work for all organizations? Yes, but … the impact, challenge and ROI varies between organizations Q3. Does it work in every country or region? Yes, but … the impact, challenge and ROI varies between geographies Q4. Does it actually result in better support to the local businesses? Yes, provided that … HR skills and competencies are appropriate. HR Shared ServicesCriteria for a good business case The financial benefits depend on: Labour Costs Just like outsourcing. Locate the SSC in lower cost location. Locations More sites or divisions. More duplication or variation. More opportunity to improve. Population Large workforce means economies of scale from consolidation. Consistency More variety in programs and policies, and particularly regulatory or cultural, the tougher it is to consolidate. Criteria for Business CaseHow it varies by region by region Typical HR Shared Services ModelIn the final state Emerging Model for International HR“As common as possible – as unique as necessary” * Phasing the Change Rationalisation is the first step Criteria for SuccessNot same as business case Getting Ready for Shared ServicesWhat you want to do Getting Ready for Shared ServicesWhat you can do Some Examples With variety of outcomes Common Misconceptions about HR Shared ServicesEconomy of scale and depth of expertise is better for business support Decentralized More competitive local service Few local HR services add distinct value to business. More economical local service Few economies of scale or leverage of technology – know the true cost/benefit of service Locals can give better service Small volumes result in fragmentation with higher risk of inconsistency/inaccuracy. Better employee relations Fast quality service, supported by bett