OCTOBER 2024HR TECH OUTLOOK EUROPE8In My OpinionThrough this article, Aspers discusses the evolution, significance and strategic necessity of HR transformation, emphasising the roles of visionary leaders, modern technologies, continuous improvement and effective change management in enhancing HR's impact on organisational success.The journey of HR transformation has been shaped by visionaries like Dave Ulrich, Peter Cappelli and Josh Bersin. Their collective insights have propelled HR beyond mere service delivery, urging us to think in terms of experiences, efficiency, agility and strategic impact. Their call to action urged HR professionals to adopt a more strategic mindset and fundamentally rethink their role in serving organisations. Simultaneously, global HR systems began to emerge gradually, influenced by these changing viewpoints, strategic imperatives and the relentless pursuit of excellence and added value. It was during this dynamic period that the concept of HR Transformation took root, shaping the way organisations approach their people operations and strategies.Fast forward to today, and the concept of HR Transformation has become a trend in the corporate world. As businesses grapple with new cost pressures, hybrid work models, new technology and evolving employee expectations, the urgency for HR transformation has intensified. But is it merely a passing trend or does it hold lasting significance?What sets HR transformation apart? HR transformation isn't solely about implementing new technologies to streamline processes, make data-driven decisions and enhance the overall employee experience; it's also about fostering a culture of continuous improvement and innovation within the HR function. HR transformation involves strategic reconsideration of HR functions, cultural change and capability building. In addition, HR transformation often requires a shift in mindset for HR professionals, employees and managers. This breadth and extends beyond what traditional improvement projects encompass. Successful transformations are the results of preparation meeting opportunities and understanding your key business challenges upfront. This will help focus your efforts and provide the best return on investment. It requires careful consideration. The following elements are essential for transformation success. First: Design the right target operating model that represents the future state and bridges strategic intent to operational execution. A clear target operating model (holistic view) that encompasses the entire HR organisation aligned with business goals will prevent the creation of patchwork and avoid incremental changes that do not connect later in your transformation journey. This ensures that you maintain focus on your goal and seamlessly integrate all components in the end. Second: Choosing the right enabling technology is crucial for modern HR, with digital tools dramatically altering practices. Key factors include scalability, flexibility, integration capabilities, and cost-effectiveness. Thoroughly identify areas where technology can enhance efficiency and align with strategic goals, prioritising employee experience to reduce turnover. Review vendor development roadmaps to make Maurice Aspers is a senior director with over 30 years of international experience, specialising in HR transformation and change management for high-tech, pharmaceutical, electronics and healthcare industries. As a consultant and interim manager, Aspers has led successful global HR solutions and outsourcing initiatives. HR TRANSFORMATION: "A PASSING TREND?"Maurice Aspers, Director HR Strategy and Technology, MarelByHR transformation is not just about implementing new technologies to streamline processes and enhance employee experience; it's about fostering a culture of continuous improvement and innovation within the HR function
< Page 7 | Page 9 >