The organization needs a feasible HR transformation strategy with precise objectives, timelines, resource requirements, and predicted returns.
FREMONT, CA: All aspects of HR transformation, from vision to strategy to implementation and change management, are mastered by human resources (HR). They help top CHROs worldwide create and implement HR transformation strategies and plans that work and put a plan into action. HR organizations change without a clear view of the big picture. They respond to the business's day-to-day needs without knowing the big picture. Plans, models, initiatives, and formal changes don't matter if the business results don't change and the business performance doesn't stay the same. Instead of trying to change everything, focusing on finishing as quickly as possible one high-priority project is essential.
HR needs to act differently for organizations to be effective. It means setting and achieving the workforce and talent agenda, driving workforce performance and engagement, taking care of the culture, and improving the experience for the enterprise's people. To reach these goals, HR must ensure that its efforts to change align with the company's business strategy. To do this, the company needs a realistic and workable HR transformation strategy with accurate plans, schedules, resource needs, and estimated benefits. Business executives think HR is planning well enough for their company's future talent needs. One thing at a time, get better. Move on to the next one once that one is up and running.
HR builds up the skills it needs to help the business reach its goals. HR makes sure that performance is sustainable. The first step is to work with the company to determine its top three or four strategic priorities. The next step is creating a vision and strategy for HR transformation that fits these priorities. The next step is to figure out precisely what needs to get done, when, with what resources, and how much money. A change plan and the expected benefits should be based on facts and real-world experience, not just hopes and guesses.
Finding out what a company needs is essential. HR spends a lot of time and effort developing new services and skills, only to discover that they aren't what the business needs. Before they start, ensure the business has a say in how the HR transformation strategy and service delivery model get made. Paying attention to complete solutions is essential. Companies want real solutions, not a bunch of parts they have to put together. For example, when a new employee starts, many different things need to be done, like filling out paperwork, setting up a desk, giving them a computer, and giving them an ID card. Some of this work already gets done by HR, but it could add even more value if it became the single point of contact for all related tasks.
