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Kennedy has named Deloitte the global leader in HR Transformation Consulting

Kennedy has named Deloitte the global leader in HR Transformation Consulting based on their recently released report entitled HR Transformation Consulting Market.

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People data everywhere

HR and talent organizations are expanding their HR data strategies by harnessing and integrating third party social media platform data about their people.

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HR Transformation

Over the years HR organizations have made significant progress in reducing costs and improving operating effectiveness through HR system and process improvements, employee self-service, shared services, and outsourcing. But that is 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 and create more value. 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 will 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 will deliver what the organization really needs.

Our HR Transformation services

  • HR Transformation Strategy and Planning
  • HR Technology Strategy
  • HR Service Delivery: HR Shared Services | High-Impact HR Operating Model | Outsourcing Advisory | Mergers, Acquisitions, and Restructuring
  • HR Technologies: Oracle-EBS, HCM Cloud, PeopleSoft and Taleo | SAP/SuccessFactors | Salesforce.com | Workday | Cornerstone  
  • Workforce Analytics

The High-Impact HR Operating Model : HR has a new mission. Here’s the plan.

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.

Reinventing HR: An extreme makeover 

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.

HR and people analytics: Stuck in neutral

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?

 

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Michael Stephan

Global HR Transformation Leader

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