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Your HR Transformation JourneyTahir Ditta
Your HR Transformation Journey
Agenda
1 Identify
2 Change is Dynamic
3 Business Strategies
4 HR Leads
5 Transformation
6 Tactical v Strategy
7 The Difference
8 Q & A
3
Where are you on your HR Transformational journey?
Identify
Completed the Journey
• Realisation Assessment
In-process of deployment
• Manage through change
• Assess Status & Risk
Haven’t started yet
• Inventory Data & Process
• Need Business Case
• The end state vision
4
Change is Dynamic7 Trends Driving Transformation
Complex Regulatory Environments
• Financial
• Environment
• Consumer
• Government
• Monitoring Bodies
Growth from within
• Smaller operations
• Low-cost
• Opportunities for growth
• Customers seeking products and services at value
Growth from Mergers & Acquisition
• Varying size and type of organisations
• Different processes
• HR Assessment
Hardship leaving little fat
• Economic
• Weaker environment
• Staff reductions
• Transform business operations through process
• Re-engineer and leverage existing capabilities
• Across more markets
5
Change is Dynamic7 Trends Driving Transformation
Simple work is automated or outsourced
• Required talent is driven by complexity of work that employees handle.
• Investments in ERP, MRP & CRM systems left employees with the remaining complex work.
• Employees design and mange self service portals and inventory management systems
Realign Internal Teams
• Nimbler processes
• Management needs better and consistent information
• Customers demand simpler and standard processes
• Ditto supply chain
• Consistent processes
• Improve allocation of capital
.
Pace of Business
• Launching multiple products
• Drive revenue objectives
• React quickly to competitive products and marketing
• Maintain close relationships with customers
• Customers environments also changing quickly
• Encourages investment in talent strategies
6
Importance of business objectives behind company’s operating strategy
Business Strategies
Doubled in importance
• Gaining Access to Talent and Capabilities
• Driving Cultural Change
• Yet, Reducing costs decreased in total importance
-40 -20 0 20 40 60 80 100 120
Reduce Costs
Transform processes
Align support withcorporate strategy
Drive process efficiency
Improve compliancecapabilities
Drive cultural change
Gain access to talent andcapabilities
7
Importance of business objectives behind company’s operating strategy
Business Strategies
Doubled in importance
• Gaining Access to Talent and Capabilities
• Driving Cultural Change
• Yet, Reducing costs decreased in total importance
-40 -20 0 20 40 60 80 100 120
Reduce Costs
Transform processes
Align support withcorporate strategy
Drive process efficiency
Improve compliancecapabilities
Drive cultural change
Gain access to talent andcapabilities
8
Importance of business objectives behind company’s operating strategy
Business Strategies
Doubled in importance
• Gaining Access to Talent and Capabilities
• Driving Cultural Change
• Yet, Reducing costs decreased in total importance
-40 -20 0 20 40 60 80 100 120
Reduce Costs
Transform processes
Align support withcorporate strategy
Drive process efficiency
Improve compliancecapabilities
Drive cultural change
Gain access to talent andcapabilities
9
Importance of business objectives behind company’s operating strategy
Business Strategies
Doubled in importance
• Gaining Access to Talent and Capabilities
• Driving Cultural Change
• Yet, Reducing costs decreased in total importance
-40 -20 0 20 40 60 80 100 120
Reduce Costs
Transform processes
Align support withcorporate strategy
Drive process efficiency
Improve compliancecapabilities
Drive cultural change
Gain access to talent andcapabilities
10
Where HR is Expected to LeadLeaders in Change
Skill/Talent Shortages
Aging Workforce
Millenial Workforce
Worker Collaboration
Mobile Workforce
Speed of change in business
0% 20% 40% 60% 80% 100%
Skill / Talent Shortages
62%
Leadership Role
Advisor Role
Execution-only Role
Informed Only
What role does HR play in responding to future work drivers?
11
Where HR is Expected to LeadLeaders in Change
Skill/Talent Shortages
Aging Workforce
Millenial Workforce
Worker Collaboration
Mobile Workforce
Speed of change in business
0% 20% 40% 60% 80% 100%
Skill / Talent Shortages
62%
Leadership Role
Advisor Role
Execution-only Role
Informed Only
What role does HR play in responding to future work drivers?
12
Where HR is Expected to LeadLeaders in Change
Skill/Talent Shortages
Aging Workforce
Millenial Workforce
Worker Collaboration
Mobile Workforce
Speed of change in business
0% 20% 40% 60% 80% 100%
Skill / Talent Shortages
62%
Leadership Role
Advisor Role
Execution-only Role
Informed Only
What role does HR play in responding to future work drivers?
13
Where HR is Expected to LeadLeaders in Change
Skill/Talent Shortages
Aging Workforce
Millenial Workforce
Worker Collaboration
Mobile Workforce
Speed of change in business
0% 20% 40% 60% 80% 100%
Skill / Talent Shortages
62%
Leadership Role
Advisor Role
Execution-only Role
Informed Only
What role does HR play in responding to future work drivers?
14
Achieve Business Objectives instead of HR Objectives.
What is a HR Transformation?
Reconfigure
From cost effective service to deliver business through processes.
• Expose HR to the true business of a company.
• Assign accountability to HR to achieve business goals
• Redefine the metrics of success
• Reconfigure HR process and technology to contribute to strategy
Accountability
Forces both business and HR to collaborate.
15
Adoption of HR Shared Services or Outsourcing by Process
Tactical v Strategic
Workforce datamanagement / analytics
Employee Contact Centre
Recruitment / Staffing
Benefits Administration
Payroll
0% 20% 40% 60% 80% 100%
Tactical outsourced
Payroll, Benefits & Employee Contact Centre
Outsourced to a service provider
Offshore
Shared Service Centre
Managed in-house
Strategic Relationship Managers focus on the business
16
Adoption of HR Shared Services or Outsourcing by Process
Tactical v Strategic
Workforce datamanagement / analytics
Employee Contact Centre
Recruitment / Staffing
Benefits Administration
Payroll
0% 20% 40% 60% 80% 100%
Tactical outsourced
Payroll, Benefits & Employee Contact Centre
Outsourced to a service provider
Offshore
Shared Service Centre
Managed in-house
Strategic Relationship Managers focus on the business
17
Adoption of HR Shared Services or Outsourcing by Process
Tactical v Strategic
Workforce datamanagement / analytics
Employee Contact Centre
Recruitment / Staffing
Benefits Administration
Payroll
0% 20% 40% 60% 80% 100%
Tactical outsourced
Payroll, Benefits & Employee Contact Centre
Outsourced to a service provider
Offshore
Shared Service Centre
Managed in-house
Strategic Relationship Managers focus on the business
18
Adoption of HR Shared Services or Outsourcing by Process
Tactical v Strategic
Workforce datamanagement / analytics
Employee Contact Centre
Recruitment / Staffing
Benefits Administration
Payroll
0% 20% 40% 60% 80% 100%
Tactical outsourced
Payroll, Benefits & Employee Contact Centre
Outsourced to a service provider
Offshore
Shared Service Centre
Managed in-house
Strategic Relationship Managers focus on the business
19
Human Resource Organisations Before and After
The Difference Made
Business Focused HR
• Active in business issues and development opportunities.
• Developing talent management strategies that drive business success
• Analytic , insightful and relationship focused; strong knowledge of business
• Benchmark efficiency, with a focus on operations with strategic value.
Dimension
BUSINESS ENGAGEMENT
STRATEGY
TALENT
OPERATIONS
Administratively focused HR
• At process touch points or for exceptions
• Managing cost , efficiency of HR team, executive leadership’s special projects.
• Compliance, process efficiency, and HR requirements
• Managing multiple systems and processes to HR timeliness.
20
Where are you on your HR Transformational journey?
Identify
Completed the Journey
• Realisation Assessment
In-process of deployment
• Manage through change
• Assess Status & Risk
Haven’t started yet
• Inventory Data & Process
• Need Business Case
• The end state vision
21
Identify
Our passion is making complex things simple.
Is Your HR Journey truly Transformational?
22
Making complex things simple
Q&ATahir Ditta