Services

HR transformation

Designing a new future for HR and the business

More than ever before, organisations need a strong HR function that can visibly, measurably and efficiently provide added value in achieving organisational objectives and improving the competitive position of the organisation. 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 organisation really needs.

Using our global methodology, we address issues such as:

  • Alignment of corporate and HR strategy
  • HR maturity assessment
  • Insourcing, outsourcing and offshoring decisions and implementations
  • Creation of Shared Service Centres
  • Development of HR Organisational Design
  • HR technology / HRIS

Benefits of HR transformation

  • We can help build HR capabilities, organisations, processes and systems leading to bottom-line benefits such as:
  • Adding value to the business by aligning HR operations with business goals
  • Getting and retaining the talent required to support the business
  • Streamlining core HR processes with a business model
  • Reducing the time HR must spend on low-value activities
  • Strategically grouping HR services to allow more-effective outsourcing
  • Improving delivery, process and staffing models
  • Identifying cost-saving opportunities

The global and local HR function: Balance scale and agility

A new model of “high-impact” HR blends globalized talent practices for consistency and mobility with localized flexibility to attract, retain, and manage people appropriately.

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.

The global and local HR function: Balance scale and agility

A new model of “high-impact” HR blends globalized talent practices for consistency and mobility with localized flexibility to attract, retain, and manage people appropriately.

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.

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Pavel Šimák

Pavel Šimák

Senior Manager

Pavel Šimák is the director leading the Global Business Services capability of Deloitte in the Czech Republic. His experience covers multiple areas of the GBS agenda, including Feasibility, Design, Tr... More

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