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.

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.

The reskilled HR team: Transform HR professionals into skilled business consultants

HR professionals need an increasingly wide range of skills, not only in talent areas but also in understanding how the business works, makes money, and competes. How are HR teams staying current and viable?

Race to the cloud: Integrate talent, HR, and business technologies

Cloud-based HR technology promises to integrate people systems, enable learning and talent management, and reengineer recruiting. But massive adoption of new software is harder than it seems.