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With the current economic situation, the role of the HR function has become more significant. Companies are keen to realise cost reduction and efficiency without compromising quality of work, performance and productivity; while still being able to beat competitors.
With this in mind, organisations are preparing for the future and its potential opportunities, where information, and the people who possess and deploy it, will become the single biggest asset to exist within an organisation. Economic growth will no longer come only from putting more people to work, as in the past, or from greater consumer demand. It will come from a continuing increase in the resource that developed countries still hold as a competitive advantage – the productivity of knowledge workers.
The key question is how to increase the value of the workforce and the contribution they make to the organisation?
As HR functions are being increasingly required to show how they help their organisation achieve its corporate objectives. This means that as well as providing transactional, administrative and operational services, they also need to lead and facilitate transformational change with the corporate strategy at heart.
This changing role will impact on HR in a number of ways:
- HR will need to derive more from their people – driving maximum business performance through strategic management of human capital and operational capabilities.
- Ensure the strategic alignment between HR and Business strategy.
- Improve HR service delivery and reduce the cost of the HR function without compromising on quality, performance and productivity.
- Embed an appropriate learning and development environment that inspires and equips people to improve their performance, skills and knowledge.
- Integrate key processes, data and people in ways that can radically utilise the alignment between people management and business performance.
How will HR need to change?
HR functions will need to ensure that they are suitably structured to meet the demands of managers and the organisation at large. They will need to:
- Identify whether the current HR function structure is meeting corporate and business needs.
- Determine whether the processes and systems in place help deliver a cost efficient and effective service.
- Determine the most effective and efficient use of their workforce.
- Identify whether HR practitioners have the necessary skills and competencies to deliver strategic people management and effective HR culture.
Our consultant’s industry experience runs deep, with over 275 client assignments delivered either as part of the major consulting houses or within their own practices. They can help you deliver shareholder value from their insights in key areas such as HR operations and service delivery, knowledge management, human capital measurement, capabilities and performance management and training and development. They also have considerable experience in helping clients identify and deploy best practice in key systems, processes and functional areas.
Our consultants have partnered with leading organisations to address and deliver against a number of key challenges:
- Building and integrating enterprise wide HR systems
- Supporting the management of significant organisational change
- Reducing cost of service delivery
- Leveraging knowledge assets within the organisation
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