HR Cost & Value
HR Cost and Value Proposition (Traditional vs. More Strategic)
| HR Cost and Value Proposition Traditional, Administrative-Intensive Environment |
||
| Administration | : |
60 %
|
|
Service Delivery
|
: |
30 %
|
|
Strategic Planning
|
: |
10 %
|
60% of HR Costs, Activities and Staff are devoted to Administrative Functions (Record Keeping, Compliance, Bureaucratic Paper Shuffling, etc)
30% of Cost and Effort is devoted to delivering HR Services (Recruitment, Training, Counseling, Succession Planning, Performance, Management, and Selection Assessment)
10% of Cost and Effort is devoted to strategic planning (compensation, executive development, predicting future Hr Requirement)
| HR Cost and Value Proposition (More Strategic) |
||
|
Strategic Planning
|
: |
60 %
|
|
Service Delivery
|
: |
30 %
|
|
Administration
|
: |
10 %
|
60% of Cost and Effort is devoted to strategic planning (compensation, executive development, predicting future Hr Requirement)
30% of Cost and Effort is devoted to delivering HR Services (Recruitment, Training, Counseling, Succession Planning, Performance, Management, and Selection Assessment)
10% of HR Costs, Activities and Staff are devoted to Administrative Functions (Record Keeping, Compliance, Bureaucratic Paper Shuffling, etc)