What specifically does HR transformation mean, what problems does it include and how can we learn from them? These are questions answered by Dave Ulrich and Navid Nazemian on Changeboard.com. Dave Ulrich, author of the concept of HR business partnership, is contemporary one of the world's leading HR experts. In addition to his own consulting company, he is also a professor of business at the University of Michigan. Navid Nazemian, the current Global HR Business Partner at the pharmaceutical company Roche, also teaches HR at the Hof University in Germany.
What is transformation?
According to the authors the article entitled Spotlight on HR transformation, the real HR transformation an "integrated, aligned, innovative, and business focused approach to redefining how HR work is done within an organization so that it helps the organization deliver on promises made to customers." The purpose of the transformation is to strengthen the HR function from administrative to strategic tasks. The most common causes of HR transformation failures include:
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Partial transformational activities not related to the context of an organization's business needs,
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partial transformation activities that are not interconnected,
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not linking HR strategy with the strategies of other departments,
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transformational activities promoted by an only person,
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preference HR structure to business strategy,
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confusing HR transformation with increasing the efficiency HR.
What should we learn?
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HR professionals should understand the importance of perceiving HR as an organization's strategic partner.
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They should also understand the value of succession planning.
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They should allow the dependence of HR transformation on sophisticated IT solutions.
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A key factor in the successful HR transformation is management support.
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Outsourcing has demonstrated its key role in the transformation and streamlining of HR yet.
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