Evaluating Your HR Strategy: Tips to Ensure Your Company is a Proactive Participant in the HR Transformation Process

Melissa Bertoch, HR Manager, Sundance Holdings Group, LLC

Over the past few years, HR transformation has become a top priority for many organizations. The traditional HR model has been deemed to be inefficient, full of policies that are overly bureaucratic and complex, and slow to respond to the changing needs of the business. HR leaders have been challenged to modernize their HR function in an effort to become a valuable and reliable business partner. So much so, many companies have chosen to add the People Operations function to their organization. Others have eliminated the use of, “human resources”, entirely – as if it is a dirty word.

The idea behind this change focuses on the fact that Human Resources has traditionally taken a practical approach to carry out the day-to-day HR activities and compliance necessities, while People Operations focuses on employee relationships and culture. At the risk of receiving backlash and criticism, I will openly admit that a simple name change, rebrand, or addition of a business unit under the HR umbrella does not equate to a successful HR transformation. In fact, because words matter, isn’t it almost more important to keep “human” in your department title? When I think of serving people, I don’t think of the, “people experience”, I think of the, “human experience”. That said, no matter what you call it, the fact remains that to be an effective business partner, the way Human Resources operates must continue to change and evolve.

So, how do you do this? Through continually reimagining the HR function. Here are some tips to help you be an effective change agent.

1. Utilize Technology

Technology has changed the way we live and operate in our personal and professional lives. In HR, these enhancements have led to increased efficiency, reduced costs, and a better employee experience. The options are endless to help improve every aspect of HR from hiring to performance management. Companies who take advantage of these enhancements are finding they have more time to focus on strategic initiatives that positivelyimpact the organization as a whole. Keep in mind, using technology does not guarantee a successful HR transformation. Choosing the right technology and implementing technologies that automate and streamline processes important to your business will allow you to focus on what you do best– support people.

“It is important to understand that HR transformation isn’t a “one and done” event. True HR transformation is a continuous process that requires organizations to constantly plan ahead and adapt to the ever-changing world we live in”

2. Make Data Driven Decisions and Recommendations

No matter what industry you support, leaders rely on data to make good business decisions. Data analytics goes beyond simply using technology to provide reports. It involves measuring and evaluating data to gain insight on workforce trends, identifying skill gaps, and improve recommendations to promote educated decision-making. This data can be used to measure the impact of HR initiatives while increasing credibility with stakeholders. More importantly, it can help organizations identify where adjustments need to be made in order to recruit and retain top talent, improve the employee experience, and increase leader effectiveness.

3. Foster Open Communication and Trust

Transforming the way HR interacts with the business relies on partnership. The key to building a solid partnership is creating a foundation built on open communication and trust. While it might be tempting to present a strategy that is based on solid data, if you fail to get leaders and employees on board, you may find yourself frustrated with poor results. Because HR transformation impacts every aspect of the business, collaboration with members of the C-Suite is necessary to increase buy-in while ensuring your approach aligns with business goals and priorities. Focus groups, surveys, and drop-ins with employees at all levels offers a chance for employees to ask questions, give feedback, and share their concerns. When the company prioritizes transparent two-way communication, employees feel included in the process, which increases loyalty and retention.

4. Prioritize the Employee Experience

The Employee experience is a top priority for organizations looking to attract and retain top talent. It encompasses everything from the person’s first interaction with a company to their last. HR departments must stay focused on creating a personalized and engaging employee experience to improve retention and productivity. HR plays a critical role in the employee experience by designing and implementing employee-centric policies and practices, offering flexible work arrangements, providing opportunities for learning and development, and creating a culture of diversity and inclusion.

5. Create an Agile HR Department

Creating an agile HR department involves breaking down traditional HR processes into smaller, more manageable chunks that can be completed efficiently. A true agile HR team finds way to do things that are quick and easy, while still maintaining accuracy. By automating processes, HR teams can respond quickly to changing business needs and adapt to new situations. Additionally, automation can free up their time so they can drive other key HR initiatives that directly impact the employee experience while helping the company meet its goals.

It is important to understand that HR transformation isn’t a “one and done” event. True HR transformation is a continuous process that requires organizations to constantly plan ahead and adapt to the ever-changing world we live in. Organizations who are not afraid to embrace technology, use data to drive decisions and recommendations, foster open communication and trust, prioritize the employee experience, and focus on adopting agile HR can create a valuable partnership that meets the needs of their employees and the business as a whole.

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