TRANSFORMING HR

INTO STRATEGIC
PARTNER

Presented by:
Rovien Aryunia, S.Pd., M.PPO., M.M
S1 Bahasa Jepang @ Universitas Negeri Surabaya
S2 Magister Perubahan & Pengembangan Organisasi
@ Universitas Airlangga
S2 Magister Manajemen @Universitas Surabaya

Professional Experience
HR Generalist di beberapa perusahaan lokal & multinasional
selama 11 tahun
2010 – Sekarang Recruitment Manager & OD - Talent
Management Manager@Wonokoyo Group

Hobby
Membaca, Kuliner, Menulis, Crafting

“think beyond ahead”

We live in a VUCA world
 The Challenge Ahead
Managing
A change in Uneven
Global diverse
labor supply & distribution of
Competition workforce in
demand talent
diverse place

The cost of
Skill & mind Leadership talent
Technology
shift succession gap mistaken is
growing

Paucity of
Low readiness
human capital
for change
measures

William A. Schlemann: Reinventing Talent Management

The biggest challenge
for HR professionals
today is to help their
respective
organizations succeed
 HR should begin
from the outside in
and worried about
the outcomes of HR
activities as about
the activities
themselves.
HR Transformation

We need transforming HR
into strategic partner
 HR transformation is an
integrated, aligned,
innovative, and business
focused approach to
redefining how HR work
is done within an
organization so that it
helps the organization
deliver on promises
made to customers, to
investors, and other
stakeholders
Model For HR Transformation
 Build the business case: Why do transformation?
 Define the outcomes: What are the outcomes of
transformation?
 Redesign HR: How do we do HR transformation?
 HR Accountability: Engage line managers and others,
Who should be part of the HR transformation?
Business Context
 Outcomes
Diagram of Stakeholder Measures
HR Redesign
 HR Accountability
Share Accountability for the Transformation

• HR Leaders/
professional
• Line Managers
• External customers &
Investors
• Consultants &
adviser
The six competencies that will shape
the future of HR
1. Strategic Positioner
2. Credible Activist
3. Capability Builder
4. Change Champion
5. Human Resource
Innovator and
Integrator
6. Technology Proponent
The danger is not setting our aim too high and fail;
but in setting our aim too low and achieving it
(Michelangelo)
 Reference
Ulrich, Dave,. Allen, Justin., Brockbank, Wayne., Younger, Jon., Nyman,
Mark. 2009. HR Transformation: Building Human Resources from The
Outside-In. Mc. Graw Hill, New York

Collins, Jim. 2001. Level 5 Leadership: The Triumph of Humility and Fierce
Resolve. HBR’s 10 Must Reads on Leadership. Reprint R0507M. Havard
Business Review

Hanson, Byron. 2013. The Leadership Development Interface: Aligning

Leaders and Organizations Toward More Effective Leadership Learning.
Advances in Developing Human Resources. 15(1) 106– 120. Sage
Publications.