Solutions
The Future HR Function
Changing the playing field – going beyond Dave Ulrich shaping the HR function of the future!
Re-boot HR via changing the function in order to meet future needs and deal with an ever more complex getting world.
Times and challenges for organizations are changing. Digitalization and new systems give access to data – and ‘data is the new gold’. HR functions so far struggled to prove the value they deliver and also to reach the level of a true business partner to all other functions.
Our latest research shows that 8 out of 10 HR functions want to elevate their results by enhancing their delivery model. Even as there is not a ‘one size fits all’ in the future there are several significant principles financially successful firms are shaping their function around. Knowing and interpreting these principles regarding your own function is the most important fundament to developing HR to the next level.
This does not have to be a very complex process. We have designed a 1-day strategic workshop catering for that.
“81 % of Business Partners spend minimum 40 % on administration & transactional issues”
“The last 5 years the average company has changed at least 6 major HR processes at least 2 times without significant increase on results”
The workshop should create the following results
– Deep understanding of challenges within HR and how successful organizations tackle it
– Dialogue regarding the future HR function in the organization
– Deep understanding of what this means for scope, roles & competences, governance, way of cooperation/working and supporting IT landscape
Step 1
1-day strategic challenge workshop regarding current role and future setup of the HR function
The workshop is designed around a fact-based research input how other financially excellent performing organizations build the future HR function regarding scope and design. The input will immediately be reflected on and discussed. The workshop will shape the vision and basis for a possibly needed HR transformation
Based on the latest research we reflect on:
- Challenges ahead & what does that mean for the HR function
- Why do classic HR functions reach its limits
- The design principles of financially successful organisations going ”Beyond Dave Ulrich” – how to get more agile as a function and what does that mean in terms of structure & cooperation
- Based on the design principles reflections on each of the topics below to understand the impact and alternatives – discussion of ‘what does that mean for your organization’.
Step 2
Sizing the new HR function – going from ‘what is most lean’ to ‘what triggers best results’.
Make it easy to define target ranges by using our benchmark
A metric only gets powerful if you have defined a valid target range.
We provide the latest benchmark and customize the target ranges for each metric for your organization (broken down to different employee levels if needed and relevant).
If this is done together with Step 1, we deliver this as part of the dashboard documentation 2-3 weeks after the workshop.
The new ambition is to create a strong (one muscle) HR function worldwide
– leveraging on economies of scale in the service function while still keeping a human touch, creating a new heavy profile instead of the old business partner – supporting the line in a ‘new way of working’ (which is working pro-actively, number- and business case driven – leveraging the new IT system & data). Strong focus on ‘creating great results’ rather than ‘developing iteratively processes every year’.
Especially combined with IT implementation this exercise becomes crucial. Working in a new way leverages the investment into new IT. Data is the new gold. With the data we can create transparency, point out improvement possibilities and elevate the results of all people management processes to a higher level. And – this is only possible with the right people & roles using the new system and data professionally.