Paula Pereira i Marcin Klimczyk from Philip Morris International for GFMP: Is HR Function in position to bring added value with simpler solutions?
In light of increasing dynamics of business environment, HR Function can also contribute to building organization that is more agile. Moreover, it should contribute. In the past, we were creating excellent tools in order to support the business in managing the organization completely and efficiently. Today however, the high complexity competency models or performance assessment platforms do consume a lot of energy from the organization. Time-consuming HR Processes with lots of process steps and numerous stakeholders are rather blockers for business effectiveness instead of supporting it.
Is HR Function in position to bring added value with simpler solutions? Is it possible to make SIMPLIFICATION part of organizational culture? Can we make desired simplicity of the processes the arena for the employees to UNLIMIT THEMSELVES?
In Philip Morris International we are currently implementing the global program, which is focused on making HR Processes more friendly but even more importantly more efficient.
We act in the spirit of eliminating unnecessary complexity with high focus on the most important elements.
Those, that have real meaning in terms of our business effectiveness. From global perspective, we hope for re-directing part of organizational energy to those areas, where we generate the biggest value with the best return from investment. We want to build authentic employee engagement through wider opportunities to shape our reality. Within the program we implement, we also want to attract external talent, individual like us, who are not afraid to challenge status quo and at the same time go beyond their individual limits.
It’s easy to say, more difficult to make it happen. We undertook significant communication efforts to make the change real one.
To transfer the idea from the slides and posters to the level of everyday behaviors.
In order to achieve it, we constructed sophisticated communication plan, which stimulated the new approach becoming the subject for wide internal debate. Everyone have a chance to participate to understand the background, magnitude and nature of the change. Everyone can get support in translating the expectations into individual, everyday behaviors.
Until today everything goes according to the plan, however we understand that still a lot of efforts are needed. Many steps need to be made in order to make the new approach an integral part of our organizational culture. We understand that we have just started our journey. However, isn’t it that every journey, even the longest one starts for the first step?
We prepared an interesting story about our big undertaking. We hope, to stimulate curiosity within the audience, but we also have our own objective to share the story with you. Maybe someone of you have already similar experiences related to communication around culture shift? Maybe someone of your will draw our attention to the aspects, we did not consider before?
We present in English. But everyone is invited, if needed we can handle discussion in Polish. We are Polish-English tandem.
Paula Pereira, Manager Human Resources SCE, Philip Morris International
Marcin Klimczcyk, Manager HR Services – Country Cluster, Philip Morris International
