Transforming the HR department is far more difficult than people generally anticipate. Making change happen involves two challenges: identifying in a logical way what should happen (this is the content of the transformation), and turning that content into what actually happens (this is the process of the transformation). In this post, we’ll help you tackle these challenges to complete the final leg in your HR Transformation journey.(more…)
A successful process of HR transformation involves the right people at the right time in the right way. The importance of involvement in successful change management is well established. We know from decades of social-psychological research that people are more likely to be committed to activities or decisions in which they are involved. This is particularly important in the case of HR leaders and professionals engaged in transformation.
Four groups of stakeholders should be involved with the HR transformation are:
- HR leaders and professionals: Design the process and work to implement the transformation.
- Line managers: Make sure the transformation aligns to business goals and work with HR to implement the transformation.
- External customers and investors: Guide the HR transformation for relevance.
- Consultants and advisers: Offer frameworks and insights developed by others, and point out potholes that others have stumbled into.
Let’s look at all these stakeholders in detail and see how we can share accountability of our HR Transformation with each of them.(more…)
Ultimately, HR transformation depends on the quality of HR professionals. Given the challenges of understanding the full business context, defining important business-related outcomes, and redesigning the HR department and state-of-the-art HR practices (all in our previous chapters), the bar has been raised for HR professionals.
The competencies that were all HR professionals once needed are no longer sufficient in the new world of HR challenges. In this chapter, the four-step model for building competencies has introduced.(more…)
HR transformation requires clarifying the strategy and structure of the HR department, then focusing on enhancing their work. In this chapter, we offer a road map for HR Transformation practices based on two dimensions:
- Content: What is the work of HR?
- Process: How can HR work be improved or re-engineered?
When combined, these two dimensions layout a blueprint or road map for how to improve HR practices. HR transformation means upgrading all HR practices in aligned, integrated, and innovative ways.(more…)
In the first two chapters of our HR transformation series we answer questions to why (do HR transformation) and what (outcomes) of HR Transformation. In this chapter, we address the “how”. How do we digitally transform the HR functions & […]
HR transformation is not a single event — it’s a new pattern of thought and behavior. As discussed in Chapter 2, the rationale for the transformation comes from general business conditions and the ability to increase value to specific stakeholders. The traditional answer is that you can measure specific quantitative outcomes of HR practices. For example:
- How many people did we hire?
- What percentage of low performers was removed from the organization?
- How many employees completed the required 20 or 40 hours of training in the past year?
- How many information sessions were held?
In Chapter 1, we gave an introduction in HR Transformation, defined it and also gave a model for transforming the HR function. In this chapter, we’ll talk about why even do it in the first place. When people understand the “why” of change they are more likely to accept the “what”. The context of a business setting captures the “why” of HR transformation. When HR transformation connects to the context of the business, it is more likely to be sustained because it responds to real needs.
This means linking HR efforts directly to the business strategy and to the environmental factors that frame the strategy. Let’s go through all the things we’ll be covering in this chapter.(more…)
After effective recruitment and selection, one of the most important ways that organizations can improve the effectiveness of their talent management systems is through the strategic use of onboarding. In this post, we’ll have a look at “onboarding” at a very high level and all the points that ensures maximum success while onboarding new recruits.(more…)
First days are terrifying and nothing makes it worse than coming into the office and being received poorly. It is very essential for companies to prepare for their employees’ first day because a well-received recruit is way more likely to continue working in that place for an extended period of time. Here is a simple yet effective 11-Point checklist for your new hires first day. Keep it handy and share if you find it useful.(more…)