Create more value with Business-driven HR. Over the years, HR organizations have made 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.
How you begin your HR Transformation journey has a big impact on how it turns out. Go in focused only on HR operations and you’ll disappoint almost everyone. Go in focused on what’s next – what can be done to define a more powerful future for the business, such as HR strategy, process and operations, technology and sourcing – and you’ll deliver what the organization really needs. 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.