Transforming the HR Function

If you’re in human resources, you know that one of the most talked-about subjects these days is HR Transformation. During a time of labor market upheaval, and when uncertainty abounds due to COVID-19, organizations are depending on HR to transition from largely helping to produce and maintain a workforce to becoming a player in the establishment and accomplishment of business objectives. 


Read on for more about transforming the HR function — and a company that’s leading the transformation field.


The Issue

The term “HR transformation” is no longer merely one you hear bandied about at human resource functions and the like. The fact is that, for many organizations, such transformation has become a no-brainer; it is a necessity borne of a milieu that calls for off-site, on-line working, as well as nimble labor forces.



Basically, organizations are calling on HR staffs to play a bigger role than ever.


What’s Driving the Problem?

According to a Mercer study, motivated employees are more resilient and are more likely to stay with the company and to learn new skills – all crucial to helping the organization flourish. 


However, just 4% of HR departments feel that they provide an outstanding employee experience. That’s a problem, since satisfied, motivated employees equate to satisfied customers, increased productivity, an improved corporate brand, and better recruitment and retention.



What Kind of Transformation Are We Talking?

You’ll likely need help to pull it off, but your task is to have HR converted from a mostly supportive role into an entity that is people focused and that will rework the employee landscape and help companies achieve maximum productivity.



What Can a Transformed HR Contribute?

Essentially, the transformation means that human resources will offer strategies for meeting business goals. The department will be able to, for instance:

  • Apprise the company of happenings in the business realm, say, for example, industry layoffs or stock price changes.

  • Let the company know whether it has the personnel to pivot to new segments or industries.

  • Explain how a job should or could be done in-person or remotely, and whether specific work should be performed by machines or other technology.


What is Mercer?

It’s a company that, by employing advanced human resources approaches that train in on the employee experience, helps with HR transformation and preparedness for achievement.



What Can Mercer Do for Us?

Depending on your needs, Mercer can help with human resources transformation through several means including its HR Accelerator, which uses a data-driven method that homes in on molding future HR roles, crafting pertinent future services, using digital advancements to broaden the employee experience, and defining proposed interactions and service delivery.


The accelerator is put in place virtually for 60 days using a mixture of consulting, workshops, and Mercer’s digital platform, and is a hallmark of Mercer’s transformation offerings.


What Does a Redesigned HR Look Like?

What Mercer does is strategically transform from what’s called a target operations model to one that is target interaction. With the latter, human resourceschanges into a function that’s more people-centered and which emphasizes superior-level in-person and online interactions, with a motivated workforce the goal. According to Mercer, high-producing organizations are four times more apt to have an integrated people approach.



In sum, transforming the HR function is no longer the sole purview of forward-thinking or progressive companies. In fact, such transformation has become a tool for survival for many organizations across the country, particularly during the pandemic. Mercer is an example of a quality, established company that can put you on the right path for now – and the future.


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