HR Portfolio
Trend analysis
Especially HR cannot evade the so-called mega trends like demographics, value change and digitalization. The demographic change requires people development for advanced age, health-oriented employee management and training measures, also for leaders. The value change requires the arrangement of work, family and leisure time as well as the consideration of generation X and Ys’ work attitude. The digitalization requires continuously new job profiles and the request for highly specialized and qualified professionals and leaders with IT competence increases. These trends are accompanied by notions like health management, big data in HR and war of talents. Therefore, the HR function faces the challenge to set up their models and concepts, their processes and instruments as well as their organization and workforce with motivation for change.
Service catalogue
A Händel fan needs the register of the same name, an economist needs the Wöhe and following to this, a HR specialist needs a service catalogue.
The HR services, which are relevant for a company are described firmly in this service catalogue. There are presented the HR services which are provided from the HR function in detail. The hereby defined HR portfolio should be communicated consistently within the company.
Cost allocation
The internal cost allocation of HR services from the HR portfolio cannot save costs directly, however it enables a new view on service provision costs and customer relationships. The internal HR cost allocation should not only justify cost discipline, but also have a control effect on the reciprocal expectations of the business and HR. To provide an added value through a HR cost allocation, influence of an internal service recipient should be possible, in order to prevent a motivation dilemma for this recipient.
Communication
The importance of HR communication increases rapidly. However, a lot of companies do not invest in strategic HR communication yet. Besides retention and motivation of employees, companies focus on their reputation as employers and on recruiting, but also on the communication of change or business processes as well as information transfer in general. Communication of the advantages of a company leads to a positive company image or employer branding as well as to higher retention of employees. According to the motto “do good things and talk about them”.
