HCM Digital Adoption – WDP2 (HCM Processes)

The Appleton Greene Corporate Training Program (CTP) for HCM Digital Adoption is provided by Mr. Hasenfratz Certified Learning Provider (CLP). Program Specifications: Monthly cost USD$2,500.00; Monthly Workshops 6 hours; Monthly Support 4 hours; Program Duration 12 months; Program orders subject to ongoing availability.

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Learning Provider Profile


Mr. Hasenfratz, MBA – IMC, is a globally recognized expert in Human Resources with an impressive career spanning over 25 years, starting with specializing in SAP-HR and process management. His extensive experience has established him as a distinguished business consultant, having successfully led international projects in Switzerland, Germany, Great Britain, Netherlands, France, Portugal, Poland, and the USA. This diverse exposure has afforded him a profound understanding of intercultural dynamics and the complexities of international project settings, serving clients ranging from medium-sized enterprises to global industry leaders.

As a project manager, Mr. Hasenfratz excels in stakeholder management, risk analysis, and subcontractor management. Demonstrating a unique ability to navigate the intricacies of near- and offshore projects with specific collaboration needs. His strategic leadership has been instrumental in the success of a wide array of projects, showcasing his proficiency in project management methodologies.

Throughout his career, Mr. Hasenfratz has played pivotal roles in the HR environment, particularly within the HCM industry. His contributions include redesigning operational processes, serving as a consultant for payroll implementation and data migration projects in Great Britain and Switzerland. His expertise extends to HR project leadership for the integration of newly acquired companies in the USA, the design of support center structures in France, and the implementation of payroll, compensation, and benefit systems for international agrochemical companies.

In addition to his SAP R/3 experience, Mr. Hasenfratz has a robust background in SuccessFactors, where he served as a program manager for the implementation of SuccessFactors Employee Central (EC) and Recruitment RM. His role as a data governance lead involved implementing new key performance indicators and analytics.

Mr. Hasenfratz’s market segment experience is extensive, spanning industries such as banking, biomedical technology, energy, environmental services, food, logistics, machine industry, optical industry, pharmaceuticals, plumbing technology, public sector, services, travel, and watchmaking.

In the professional services area, Mr. Hasenfratz’s expertise encompasses various SAP modules, reengineering in HR, HR training, travel expenses projects, organizational management implementation, compensation and payroll management, authority concept design, and interface implementation between PeopleSoft and SAP payroll, to name a few.

Mr. Hasenfratz’s multifaceted expertise, international experience, and strategic acumen make him a sought-after professional in the field of Human Resources and business consulting, contributing significantly to the success and efficiency of organizations across diverse industries. He is also a well-known speaker on HR subjects at several conferences.

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MOST Analysis

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Mission Statement

The first step in defining the Human Capital Management (HCM) landscape is for the organizational strategy to rigorously identify all HCM processes. This entails conducting a thorough investigation to identify the procedures that are most important to the company’s overall success. By identifying vital activities, the organization can strategically spend resources and attention to those that are important, connecting HCM programs with overall business objectives. Furthermore, a detailed approach is used to identify and protect critical HCM procedures that must be kept intact. The guideline is clear: do not change processes that provide no additional value, particularly those related to personnel and HR management. Recognizing these processes as vital but static components enables the business to focus its attention on more effective areas of innovation and improvement. This two-pronged method entails a proactive understanding of the HCM environment, identifying critical procedures for optimization while also appreciating and preserving the stability of specific processes that serve as the foundation for effective employee and HR management. The main goal is to develop a dynamic and strategic HCM framework in which changes are intentional, enhancing value while preserving the core pieces required for organizational stability and functionality.

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Objectives

01. Identifying All HCM Processes: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
02. Investigating Key HCM Processes for Success: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
03. Identifying Vital Activities and Aligning with Business Objectives: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
04. Protecting Critical HCM Procedures: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
05. Developing a Strategic HCM Framework: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
06. Analyzing Current HCM Effectiveness: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
07. Identifying Improvement Opportunities: departmental SWOT analysis; strategy research & development. 1 Month
08. Developing an Implementation Plan: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
09. Allocating Resources Strategically: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
10. Monitoring and Evaluating HCM Processes: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
11. Ensuring Continuous Improvement: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
12. Integrating HCM with Overall Business Strategy: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month

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Strategies

01. Identifying All HCM Processes: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
02. Investigating Key HCM Processes for Success: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
03. Identifying Vital Activities and Aligning with Business Objectives: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
04. Protecting Critical HCM Procedures: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
05. Developing a Strategic HCM Framework: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
06. Analyzing Current HCM Effectiveness: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
07. Identifying Improvement Opportunities: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
08. Developing an Implementation Plan: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
09. Allocating Resources Strategically: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
10. Monitoring and Evaluating HCM Processes: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
11. Ensuring Continuous Improvement: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
12. Integrating HCM with Overall Business Strategy: Each individual department head to undertake departmental SWOT analysis; strategy research & development.

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Tasks

01. Create a task on your calendar, to be completed within the next month, to analyze Identifying All HCM Processes.
02. Create a task on your calendar, to be completed within the next month, to analyze Investigating Key HCM Processes for Success.
03. Create a task on your calendar, to be completed within the next month, to analyze Identifying Vital Activities and Aligning with Business Objectives.
04. Create a task on your calendar, to be completed within the next month, to analyze Protecting Critical HCM Procedures.
05. Create a task on your calendar, to be completed within the next month, to analyze Developing a Strategic HCM Framework.
06. Create a task on your calendar, to be completed within the next month, to analyze Analyzing Current HCM Effectiveness.
07. Create a task on your calendar, to be completed within the next month, to analyze Identifying Improvement Opportunities.
08. Create a task on your calendar, to be completed within the next month, to analyze Developing an Implementation Plan.
09. Create a task on your calendar, to be completed within the next month, to analyze Allocating Resources Strategically.
10. Create a task on your calendar, to be completed within the next month, to analyze Monitoring and Evaluating HCM Processes.
11. Create a task on your calendar, to be completed within the next month, to analyze Ensuring Continuous Improvement.
12. Create a task on your calendar, to be completed within the next month, to analyze Integrating HCM with Overall Business Strategy.

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Introduction

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Introduction to Human Capital Management: Bridging Strategy and People

In the dynamic landscape of modern business, Human Capital Management (HCM) has emerged as a critical driver of organizational success. Far more than a mere administrative function, HCM has evolved into a strategic imperative that aligns people practices with business objectives, fostering innovation, competitiveness, and sustainable growth. This introduction sets the stage for an in-depth exploration of HCM’s pivotal role in shaping organizational strategy and success.

The Strategic Landscape of HCM

At its core, Human Capital Management contains the comprehensive set of practices, policies, and systems designed to maximize the value of an organization’s human capital. In today’s knowledge-driven economy, people are often an organization’s most valuable asset, making HCM a linchpin in achieving strategic goals and maintaining competitive advantage.

Our exploration of HCM will center around 12 key topics, each integral to understanding the holistic nature of strategic human capital management:

1. Identifying All HCM Processes: This foundational step involves mapping out the entire spectrum of HCM activities within an organization. From recruitment and onboarding to performance management and offboarding, a comprehensive understanding of these processes is crucial for effective management and optimization.

2. Investigating Key HCM Processes for Success: Not all HCM processes carry equal weight in driving organizational success. This topic delves into identifying and prioritizing those processes that have the most significant impact on achieving business objectives.

3. Identifying Vital Activities and Aligning with Business Objectives: Here, we focus on pinpointing the critical HCM activities that directly contribute to business goals. This alignment ensures that HCM efforts are not operating in isolation but are integrally linked to broader organizational strategies.

4. Protecting Critical HCM Procedures: As organizations increasingly recognize the strategic value of their HCM processes, safeguarding these procedures becomes paramount. This involves implementing measures to ensure continuity, compliance, and resilience in HCM operations.

5. Developing a Strategic HCM Framework: This topic explores the creation of a comprehensive framework that guides all HCM activities, ensuring they are cohesive, aligned with business strategy, and designed to deliver maximum value.

6. Analyzing Current HCM Effectiveness: A critical examination of existing HCM practices is essential for improvement. This analysis involves assessing the efficiency and effectiveness of current processes against strategic objectives and industry benchmarks.

7. Identifying Improvement Opportunities: Building on the analysis of current effectiveness, this step involves identifying areas where HCM practices can be enhanced to better support organizational goals and improve overall performance.

8. Developing an Implementation Plan: Translating insights into action, this topic covers the creation of a structured plan to implement identified improvements in HCM practices, ensuring a smooth transition and minimizing disruption to ongoing operations.

9. Allocating Resources Strategically: Effective HCM requires judicious allocation of resources. This section examines how to prioritize investments in HCM initiatives to maximize return on investment and support key strategic objectives.

10. Monitoring and Evaluating HCM Processes: Continuous oversight of HCM processes is crucial for maintaining their effectiveness. This topic explores the establishment of metrics, Key Performance Indicators (KPIs), and feedback mechanisms to assess the ongoing impact of HCM initiatives.

11. Ensuring Continuous Improvement: In a rapidly evolving business environment, HCM practices must continually adapt and improve. This section discusses strategies for fostering a culture of ongoing refinement and innovation in HCM practices.

12. Integrating HCM with Overall B