HR organizations have been transforming themselves for years, making significant progress in reducing costs and improving operating effectiveness through HR system and process improvements, shared services, outsourcing and employee self-service. But that’s just part of the value HR Transformation can deliver. The next big step for HR is to help the business achieve its strategic objectives for performance and growth.
We help our clients take that broader view of what it means to transform HR and become a High Impact HR organization. This encompasses not only improving HR processes and organizational structure — a valuable effort in its own right — but also looking strategically at how HR can better support business needs and create value for the organization. Often this involves the use of enabling (increasingly cloud-based) technologies, employee engagement tools, advanced workforce planning and analytics that provide insight into what lies ahead. It’s a powerful combination to be able to drive alignment with the business, improve organizational and HR performance and establish a culture focused on adding business value. That is what the new generation of HR Transformation is all about. Learn more about HR Transformation.
The wide spread myth is that business leaders don't really know what they want from HR. Our experience is different. We've found business leaders often know exactly what they want and that many are looking for the same things, but they ask in business language, not HR language. HR needs to be able to understand the business issues and translate into HR solutions. One Fortune 500 CEO, distilled HR’s top priorities into three fundamental objectives: (1) focus on talent and develop the next generation of leaders, (2) standardize HR policies, programs and operations so the company can quickly reconfigure itself in response to changing global market conditions; and (3) focus on workforce management to enable new business models including M&A, divestitures, alliances and joint ventures and new market entry.
HR operations are no longer the primary focus of HR Transformation (HRT). With so many companies having already accomplished big improvements, efficiency has become table stakes. The real value in HR Transformation today involves leveraging those operational improvements to support and align with the broader business strategy. That’s the definition of Business-driven HR – and it’s where we excel.
HRT must embrace and master the basic building blocks of HR strategy, process and operations, technology and sourcing, but it can’t stop there. Unless you wrap those elements in a broader business framework with deep industry knowledge, change management, risk intelligence and tax strategy, you’ll likely solve only part of the problem.
Our full range of Business-driven HR services add up to the kind of HR Transformation business executives want today – the kind that delivers more value.