Deloitte’s high-impact HR operating model: Business HR
New era. New challenges. New Business HR role.
Kennedy has named Deloitte a global leader in HR Transformation Consulting
There’s no single path to driving value through HR - not every HR initiative is transformative. However, every HR investment can point the way to value. That’s where Deloitte’s HRT practitioners excel: Forging a direct path to High Impact. The success of any HR Transformation initiative extends beyond the creation of capacity and focuses on building the capability, credibility and community to deliver High Impact for the business. For three decades, our practitioners have focused exclusively on the HR function. We will never stop investing in the future of HR. We are the leader today because we are always thinking about tomorrow.
Nearly 40 percent of the measurable difference between high- and low-performing organizations can be traced back to leadership development and people management. Improving performance in both of these areas is part of HR’s new mandate. What’s been missing is a high-impact operating model to go along with this ever-expanding role.
Once designed primarily as a compliance function, today’s HR organization must be agile, business-integrated, data-driven, and deeply skilled in attracting, retaining, and developing talent.
Data and analytics are key to solving business and talent needs such as engagement, leadership, learning, and recruitment. So why are so few organizations actively implementing talent analytics capabilities to address them?