HR Operations
Unlocking exponential impact through workforce experience and business impact
HR Operations organizations are becoming increasingly more global, complex, and digital, as they seek to deliver nimble and efficient services, personalized workforce experience, and high-impact business outcomes.
Unlocking Exponential HR Operations
The 10 dimensions that drive business outcomes
In 2019, Deloitte published a perspective on the need to break away from traditional operating models to achieve work outcomes. This perspective called for a different type of professional, an exponential HR professional. As COVID forces all organizations to rapidly adapt, 2020 has brought into sharp focus just how necessary this shift is to be able to thrive in a world with constant disruptions.
Organizations who emerge from disruption stronger than ever will have HR professionals who are adaptable, agile, architecting, and augmented (the ‘four As’ of Exponential HR).
Adaptable means embracing change and adjusting quickly to shifting customer, environmental, and market needs.
Agile means moving fast, iterating and being nimble and flexible.
Architecting means bringing cross-disciplinary and multi-functional skills to create truly end-to-end solutions.
Augmented means embracing a combination of technologies and solution providers to digitize work.
Opens in new window
- HR Operations is increasingly shifting from being a “transaction and inquiry service provider” to a generator of tangible business value. HR Operations’ impact is moving beyond cost savings and transactions into driving actual business outcomes
- HR Operations is more than Shared Services – the scope is broadening. As expectations from the business shifts, HR Operations must break down silos, provide integrated solutions and an exceptional experience
- Rapid adoption of digital technologies positions HR Operations for even greater efficiency and impact. Organizations are rapidly moving beyond core HCM technologies, and toward engagement layers and the potential of intelligent automation solutions
- HR Operations models are getting more strategic and broadening the worker centricity, with multi-functional models such as global business services (GBS) on the rise
As the engine to the delivery of day-to-day HR services, HR Operations is both ripe for changing what and how it delivers and is a critical player in leading the function in this reinvention. Today, the ability to react to requests and anticipate unidentified business objectives has risen to the top of the list of customers’ expectations of HR.
Top Takeaways:
HR Operations services and org structure are fundamentally shifting as the work itself and how we perform the work changes
- The 10 dimensions is a framework to view how HR Operations is working today and to make targeted improvements to future operations
- Your business is unique and drives your journey towards becoming Exponential – you must actively prioritize which of the dimensions to focus on to drive work outcomes
Did you know?
- HR Operations is increasingly shifting from being a “transaction and inquiry service provider” to a generator of tangible business value. HR Operations’ impact is moving beyond cost savings and transactions into driving actual business outcomes
- HR Operations is more than Shared Services – the scope is broadening. As expectations from the business shifts, HR Operations must break down silos, provide integrated solutions and an exceptional experience
- Rapid adoption of digital technologies positions HR Operations for even greater efficiency and impact. Organizations are rapidly moving beyond core HCM technologies, and toward engagement layers and the potential of intelligent automation solutions
- HR Operations models are getting more strategic and broadening the worker centricity, with multi-functional models such as global business services (GBS) on the rise
Let us help
Deloitte’s HR Operations capabilities provides a comprehensive approach to assist clients through the entire life cycle of operational services, from concept through implementation. Our experience with more than 250 large, complex projects gives us the knowledge and capabilities to address the latest trends with HR Operations:
- Conduct a HR Operations Health Check across our 10 dimensions to access the organization’s alignment to the latest leading thinking
- Define a “fit-for-purpose” future state HR Operations organization incorporating our 7 core capabilities through an innovation lab
- Design and implement the latest digital technologies capable of improving customer interactions and driving efficiency, including process automation and cognitive robotics
- Architect and implement a integrated governance model to act as a foundation for HR Operations to react to changing business needs and drive continuous improvement
