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.
When we hear the term “future of work” it can seem like a far-off concept, one that typically conjures images of robots sitting behind a desk, next to a human counterpart. More accurately, the future of work is about real, macro technological, sociological and economic trends that are already changing the way we work today. In this blog, we’ll explore three research-based trends, how these trends impact HR, and the technology capabilities they will need to incorporate into their digital HR practices.
“Digital transformation” is one of those buzz phrases that’s thrown around a lot these days. Often it’s backed by solid action and investment, and at other times, it can seem like an easy way out for an otherwise non-remarkable strategy presentation.
This is the last of my 8-post series about preparing your organization for the future of work. In each post, we looked at a data-based trend that is or will be disruptive to work as we know it. In the last post, we explored the impact of the rise of artificial intelligence (AI). Today, we’re going to dig into the increasing diversity of our workforce.