Human Capital Management, Leadership

Is It Time to Transform Your HR Organization?

/ April 30, 2018

HR – A shift from Policy Police to Strategic Influencers

According to Deloitte’s 2017 Global Human Capital Trends Study, Business and HR leaders can no longer continue to operate according to old paradigms. They now embrace new ways of thinking about their companies and their talent. There comes a time in an organization’s lifecycle when HR needs to transform from being a traditional transactional function or the administrative policy police to business partners who act as strategic influencers and drive organizational performance. Many organizations both large and small lack an understanding of how HR contributes to their bottom line or they have not yet experienced results of a well-executed HR strategy. So how do you know if it’s time to review the operational and strategic effectiveness of your HR function? Here are a few key questions to ask yourself:

  • Do you have a clear understanding of your organization’s current HR functions and practices?
  • How does your current HR function align with the overall business strategy?
  • What are the key HR metrics being utilized to influence your business strategy?
  • Can you clearly identify Human Capital trends across your organization?
  • Do you have key positions where you have a difficult time attracting and/or retaining talent?
  • Do you clearly define training objectives and expectations for the organization and your employees?
  • Do you have challenges with the current compensation structure that you have in place?

If your answers to any of the above questions create cause for some concern, then it’s time to take action. So, how do you make the change? The change does not happen overnight! The first step in adopting the strategic model is to identify the executive sponsor who will be responsible for communicating about what is being done and, perhaps most importantly, why. Secondly, you must assess and understand an organization’s current HR functions and practices.  The organization needs to pause and take a deep dive into all of the Human Capital areas of: Leadership, Human Capital Management, and Total Rewards & Risk Management in order to build out the HR strategy. By doing this in collaboration with all key stakeholders, a much clearer vision of where HR needs to go that aligns with the overall business strategy will evolve.  The result will generate a trusted piece of information that will serve as a roadmap for success. At the accelerating rate of change in business today, it’s critical to continually reevaluate HR’s operational and strategic effectiveness.

For more information about how Exude can support an operational effectiveness review of your organization, please contact Eileen Green at egreen@exudeinc.com

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