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Executive Compensation Review

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Prepared by: Human Resources Services. Assisted by: Deloitte Consulting. June 2005 ... Human Capital Model. Human Resource. Management Analysis Model ... – PowerPoint PPT presentation

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Title: Executive Compensation Review


1
National Gallery Musée des beaux-arts of
Canada du Canada
NATIONAL GALLERY OF CANADA Human Resources
Management Strategic Framework Prepared by
Human Resources Services Assisted by Deloitte
Consulting June 2005
2
General Overview
  • Spectrum of HR Service Delivery Models Deloitte

Human Capital Model
Strategic Transition
Human Resource Management Analysis Model
Analytical Transition
Extent of Service,Support and Control
Participating Support Transition
Personnel Management Coordination Model
Clerical/Reactive Transaction Model
Time
3
General Overview
  • Future Model of HR
  • HR function is becoming a strategic member of the
    organization, on par with Finance, ITS and
    Operations.
  • HR is taking on the role of coach to the
    organization and facilitate the administration of
    the programs and processes as well as their
    deployment.

Traditional Model
Future Model
Strategy, Planning Deployment
Strategy, Planning Deployment
20
60
Administration Transaction Processing
40
Administration Transaction Processing
80
4
HR Strategy Framework
  • The various components of the following framework
    were examined in order to support the achievement
    of an HR vision for people effectiveness at the
    Gallery.

Vision for people effectiveness at the Gallery
and for the HR Function
5
  • Vision Statement of the National Gallery of
    Canada
  • The National Gallery of Canada strives to
    provide Canadians with a sense of identity and
    pride in Canadas rich visual arts heritage and
    to make art accessible, meaningful and vital to
    diverse audiences of all ages.
  • Values of the National Gallery of Canada
  • Accessibility
  • Excellence and Scholarship
  • Corporate Citizenship
  • Leadership
  • Collaboration
  • The Workforce (new 2005) The Gallery values its
    workforce and creates a work environment in which
    people can maximize their potential and
    contribute fully to the success of the
    organization.
  • Source Corporate Plan 2005-2010

6
HR Vision
Organization-wide
  • The NGC prides itself on its creative and
    committed workforce, supported by excellence in
    leadership, demonstrated values, and HR practices
    aligned to the achievement of the Gallerys
    Corporate Plan and Mandate
  • This organization-wide HR vision statement has
    five components that can be broken down and
    measured
  • Pride
  • Creative and committed workforce
  • Leadership
  • Values
  • Corporate-aligned

7
HR Vision
HR Functional Vision Statement
  • Within the NGCs mandate and vision, HR
    Services are committed to enhancing the artistic
    and creative culture of the Gallery partnering
    with employees to develop corporate and people
    strategies that maintain and promote excellence
    in the arts as well as facilitate the
    accomplishment of corporate goals worthy of an
    eminent visitor centric national public
    institution.

8
Key Success Factors for HR Management
  • Key Success Factors can be defined as
  • What must happen to be successful over the longer
    term
  • Criteria against which to assess priorities and
    performance.

In order to make these key success factors
tangible and meaningful, enabling performance
measures will need to be applied for each and
every key success factor.
9
HR Strategic Priorities
  • The following table provides a best practice
    example of four HR business model categories and
    specifically-related priorities. This framework
    was used to guide the Gallerys strategic HR
    planning process.

10
Priorities for HR Management
11
HR Strategic Framework Next Steps?
  • Approach
  • Participative feedback and validation from
    stakeholders
  • Accountability and measurement-driven
  • Further assessment of priorities
  • Priority allocation to designated resources
  • Completion of work plans and,
  • Approval and implementation of priorities and
    work plans.

12
HR Strategic Framework Next Steps
  • The following next steps were identified by the
    HR Management Team
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