Reorganizing your HR teams into a Shared Services model is a great opportunity to review your HR processes. How many processes do you have that are outdated or inefficient? What can you do differently now that you have a different structure? Which global processes can you standardize in order to gain more efficiencies - and to provide the best possible employee experience? Streamlining your HR processes can increase efficiency while improving the quality of service your HR teams provide. And if you don’t take the opportunity to streamline your processes at this point, you won’t be able to see the true benefits a shared services model can bring you.
2. Make a Plan for Continuous Proactive Improvement
After moving to Shared Services, you’ll want to keep improving your HR processes and service quality over time in order to realize the full benefits. To do this, you will need ways to measure and monitor your KPIs, like SLAs (service level agreements), and to identify trends and bottlenecks. These metrics give you the power to make informed business decisions so you can understand how effective your HR service delivery is and where you can improve. You’ll also want to plan for regular check-ins to be able to get in front of potential issues, rather than only looking at your reports when something has already gone wrong.
3. Implement the Right Technology
Across industries, we’ve seen that technology is a critical component for Shared Service Centers. With the move to Shared Services, you may no longer have local HR or the HRBPs your employees are used to contacting for help. When employees need support, how will you ensure they have the resources they need? Case management technology allows your employees to contact HR - connecting them with the right person to help resolve their problem. And self-service capabilities let your employees find answers on their own. This kind of technology also gives your HR representatives the tools they need to resolve requests quickly and accurately, so your employees will be satisfied - wherever they are located.
From transactional to transformational HR: Avis Budget Group
In 2015, the HR department at Avis Budget group embarked on a major transformation journey. Among globalizing their operations and implementing a core HR system, they set up shared service centers. The goal was to free up their HR resources in the field so they could spend less time on administrative work and more time on strategic initiatives and employee engagement. This kind of shift is the cornerstone of transformational HR. In this video, hear from Sherry Knaszak, VP of HR Transformation and HRIS, Avis Budget Group, on why she chose PeopleDoc’s technology to get the shared service centers functional.
Does your HR shared services center need a local HR presence?
Setting up an HR shared service center (HRSSC) has many benefits. For one, it can help an organization be more efficient by centralizing and streamlining certain tasks. HRSSCs also play a big role in transforming the employee experience. With the right technology, this operating model allows HR to provide employees with the ease and immediacy they’ve come to expect in today’s service world.
4 Signs of Excellence in an HR Shared Services Model
The benefits of a Shared Services model have already been proven in IT and Finance, and now many organizations are applying the model to HR. A Shared Services model can help HR work faster and more efficiently, and provide employees with great service. Reorganizing into a Shared Services model can be a substantial investment so it’s important to follow best practices to gain optimal results. We’ll take a look at 4 best practices that are critical for your HR Shared Services Center (HRSSC) to operate smoothly so that you can see valuable business results faster.
Nicole Lindenbaum is the Director of Product Marketing at PeopleDoc by Ultimate Software. Nicole leads the global messaging strategy for PeopleDoc by translating technology into business benefits HR can actually understand. With significant experience in HR technology, Nicole writes and speaks about HR service delivery, employee experience, digital transformation, and the future of work. Nicole holds a BFA from Syracuse University and an MBA from Washington University in St. Louis. She lives in Brooklyn, NY.