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.
- 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
Our HR Transformation services
While traditional HR models focused on delivering core services, HR today is much more than centralized and decentralized teams. High-Impact HR positions the HR team to play the instrumental role in fostering leadership and people management capabilities that organizations need for higher performance. It’s a smart way to align the HR organization, the workforce, and the business strategy around a single effective framework.
HR leaders are being pushed to take on a larger role in helping to drive the organization to "be digital," not just "do digital." As digital management practices and agile organization design become central to business thinking, HR is focusing on people, work, and platforms.
HR Transformation in India : A case for Business Driven HR
Deloitte Touche Tohmatsu India Pvt. Ltd (Deloitte India) has conducted a dip stick survey to understand how companies are bringing HR into the 21st century and to understand how HR functions and leaders are approaching transformation in Indian context.
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?