Sometimes, HR transformation isn’t just beneficial—it’s essential. But how do you overhaul HR at a global company without plunging the workforce into chaos? That was the topic of conversation between PeopleDoc and Sherry Knaszak, VP of HR Transformation at Avis Budget Group, in the enlightening SHRM webinar, From Paper to People: HR Transformation at Avis Budget Group.
An organizational transformation can be quite complicated and take many years to accomplish. Finding the right balance of change effectiveness and impact is tricky but essential to successful transformations. The first question many organizations ask is, “where do we start?”
If you’re that rare HR conference-goer who already nailed down which sessions to attend, scheduled one-on-one meetings with vendors, and filled your evenings with networking events and dinners—we salute you. If you’re among the rest (er, most) who tend to tackle these items on the plane ride there, don’t stress. There’s still time to make the most of HR Technology Conference 2019 with our tips:
By now, you’d be hard pressed to find an HR leader who dismisses the urgency around transformation. According to research by KPMG, 70% of HR executives recognize the need for workforce transformation—but the same study also showed that only 37% of executives feel “very confident” about HR’s actual ability to transform. It's understandable. Completely upheaving processes, tools and job responsibilities is a complicated, precarious project (but it can be done). To gain some perspective on the thorny aspects of HR transformation, I sat down with Rémi Malenfant, HR4HR Enablement Partner at PeopleDoc. He works with HR leaders on their transformation strategies by drawing on more than a decade of experience as both a practitioner and change consultant. Read what he had to say about some common HR transformation challenges (or scroll down to watch the video):
Paper HR forms are certainly not convenient or efficient—anyone can agree to that. But did you ever consider them an impediment to employee safety? This was the case for Michelle Morris, Director, HR Payroll and Administration at Total American Services, when a pivotal event led her to proclaim, “That’s enough of paper forms.”
The job of HR is dynamic and multi-faceted. HR professionals need to be psychologists, coaches, people people and numbers people. They need legal acumen, marketing chops, and technology savvy. Then, there’s the strategic elements of HR. Increasingly, HR is expected to know the business inside and out, act as consultants and visionaries, and ensure employees are engaged and having a positive experience at work.
If there’s anyone who understands the ins and outs of HR transformation, it’s Jean-Michel Estrade, SVP of HR Global Digitization and Services at Atos. He’s leading his organization’s eTransformation initiative, which seeks to streamline data management, administration and processes for employees, managers and operational HR. One challenge he encountered was a disconnect between the data in their core HR system and the employee document management function. In this HR transformation case study, Jean-Michel explains why he chose PeopleDoc to address this issue and enable all stakeholders to take an active role in end-to-end HR Service Delivery.