HR Transformation
The Corona pandemic has just shown the importance of a well-positioned HR organization, or respectively the ‘people team’ or other functional names which are coming more ‘en vogue’ in regards to the naming convention for HR. This is driven by the fact that HR moves more and more away from a transactional and supporting function to a core element driving business value. The classic Dave Ulrich model with business partners and centers of excellence which served the function well the previous two decades is moving on, new concepts and approaches need to be developed to address todays challenges. What are in our beliefs some of those particular challenges the HR team should be able to address:
- Understanding and developing the culture of the company – HR should be the champions for culture
- Leading the way and the work on defining the purpose of the business and why colleagues would want to work there – this includes diversity, equity and inclusion as well as well-being
- Develop and implement future ways of working – the pandemic has fast-tracked new ways of working, remote working, hybrid working, cross-functional fast paced prioritization and collaboration – HR need to own and drive this important development
- Leading change and transformation – change always starts with people, their mindset and skills. The function who should own and drive change management should be HR
- Learning – the ability to learn and develop, creating a true learning organization is probably the masterpiece to ensure future success
- Creating a great employee experience – end to end (not only for the HR component of the process) – HR can learn and benefit from the progress made on the customer experience journey
