From HR Manager to Specialist HR transformation from traditional HR work to the “Orderer – Supplier model” and the impact of transformation on HR manager job in a Nordic telecom company - a Case study
VÄLIMAA, VARPU (2008)
2008
Kasvatustiede, ammattikasvatus - Education, Vocational Education
Kasvatustieteiden tiedekunta - Faculty of Education
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Hyväksymispäivämäärä
2008-10-15
Julkaisun pysyvä osoite on
https://urn.fi/urn:nbn:fi:uta-1-19407
https://urn.fi/urn:nbn:fi:uta-1-19407
Tiivistelmä
The actual change in the business world has the growing demand to be cost effective and concentrate on core business to be able to survive in the global competition. To build up world wide business services and to be able to manage in the global business all the parts of the company have to be streamlined to serve the main function. It has also put the support functions of the companies under evaluation. They have to be cost effective and add value to the business, otherwise they are useless.
As a support function for the business, HR has had its role as a separate specialist area about hundred years. HR has had different phases and different roles depending on the time and size of the company. During the decades the way of doing HR work in companies has varied from concentrated to didived and from daily arministrative tasks to coordinated development work.
HR function has enlarged and got more importance during the last ten or twenty years in different countries in general, but according to the latest surveys most from USA ( Ulrich 1997) and Lawler & Mohrman 2003) it has been proved that HR has been in the same mode during too many decades. It has mostly had the adminstrative role checking money spent for training or days off in working places. The tools have changed and this police work is today mostly executed with IT support.
According to the evaluation in these surveys HR has to change. HR can and it has to add value to the business through management and HR has to get place in the management team to be able to make this happen.
This new trend in reorganising HR has spread to Europe and many big international and global companies in Finland, too, have evaluated their HR function according to this model. During last years this change has been seen going on in some Finnish global companies, not totally but taking parts of the Ulrich model that are suitable for them.
TeliaSonera was in a big change in the end of 2002 when Swedish Telia and Finnish Sonera joined and formed the new global telecom company called TeliaSonera.
As a part of business changes Telia Sonera HR started the changing journey of many years. The basis was the model created by Dave Ulrich (1997) called orderer-supplier model of HR.
As a part of my professional licentiate´s exam as a surveyor, and working in TeliaSonera as the HR manager I have had a chance to attend the changing journey and do this survey. During three years, 2004, 2005 and 2006 there were excecuted plenty of different partial studies and HR performance surveys where the change of HR was evaluted by client: managers and employees as well as HR staff itself. I was specially interested in the opinions of HR managers towards the change of the content of HR manager job profile in this new orderer-supplier model.
The results are seen in this survey. The journey is still going on but some results can bee seen. The main result is that it takes time to accept the big change in the way of working. If the model is acceptable as such is also evaluated. The coming years and further surveys will show if this direction is adding value as supposed.
Avainsanat: orderer-supplier model of HR, delivery model, Ulrich model, HR adding value.
As a support function for the business, HR has had its role as a separate specialist area about hundred years. HR has had different phases and different roles depending on the time and size of the company. During the decades the way of doing HR work in companies has varied from concentrated to didived and from daily arministrative tasks to coordinated development work.
HR function has enlarged and got more importance during the last ten or twenty years in different countries in general, but according to the latest surveys most from USA ( Ulrich 1997) and Lawler & Mohrman 2003) it has been proved that HR has been in the same mode during too many decades. It has mostly had the adminstrative role checking money spent for training or days off in working places. The tools have changed and this police work is today mostly executed with IT support.
According to the evaluation in these surveys HR has to change. HR can and it has to add value to the business through management and HR has to get place in the management team to be able to make this happen.
This new trend in reorganising HR has spread to Europe and many big international and global companies in Finland, too, have evaluated their HR function according to this model. During last years this change has been seen going on in some Finnish global companies, not totally but taking parts of the Ulrich model that are suitable for them.
TeliaSonera was in a big change in the end of 2002 when Swedish Telia and Finnish Sonera joined and formed the new global telecom company called TeliaSonera.
As a part of business changes Telia Sonera HR started the changing journey of many years. The basis was the model created by Dave Ulrich (1997) called orderer-supplier model of HR.
As a part of my professional licentiate´s exam as a surveyor, and working in TeliaSonera as the HR manager I have had a chance to attend the changing journey and do this survey. During three years, 2004, 2005 and 2006 there were excecuted plenty of different partial studies and HR performance surveys where the change of HR was evaluted by client: managers and employees as well as HR staff itself. I was specially interested in the opinions of HR managers towards the change of the content of HR manager job profile in this new orderer-supplier model.
The results are seen in this survey. The journey is still going on but some results can bee seen. The main result is that it takes time to accept the big change in the way of working. If the model is acceptable as such is also evaluated. The coming years and further surveys will show if this direction is adding value as supposed.
Avainsanat: orderer-supplier model of HR, delivery model, Ulrich model, HR adding value.