Human Resources Transformation or HR Transformation or HCM transformation is not a nip and tuck, but an invasive surgery to remake the human resources function entirely from HR strategy to HR operating model, from an efficient HR service delivery to rich employee experience, from redefined HR organizational structure to HR systems re-architecture.

A real HR transformation is a long-term project, and based on the size and complexity it is millions of dollars of investment. It will take a strong leadership commitment and change management across the organization to make a HCM transformation successful.

In this post, we will examine the holistic and encompassing nature of the Human Resources transformation (HR Transformation) with additional links to more detailed perspectives.

CHROs (Chief Human Resources Officer) Human Resources Transformation Agenda:

Human resources transformation agenda is a list of essential items on HR executives docket in pursuit of HR transformation in the digital age.

Each company is different with regards to the current state of HR Transformation and not all items on the Human resources transformation agenda may be applicable. Similarly, the points are also influenced by the type of industry, the geography, the structural issues, the regulatory burdens, and the competition for talent.  Read More…

Human Resources Transformation Drivers:

The external human resources transformation drivers, as the name suggests, are the critical macro factors that are necessitating a rethinking of HR operating model, a reimagining of the HR service model, a re-engineering of HR processes, and re-platforming HR systems. Read More…

HR Transformation Framework:

Transforming Human Resources functions are often an in-depth and invasive exercise, particularly as it impacts one of the most valuable resources of a company – its people. Furthermore, the scope and the extent of transformation – operating model, processes, systems – could exponentially increase the complexity and cost. Hence, leveraging an integrated HR transformation framework will help lessen the risk and improve the odds of success. Read More…

Human Resources Transformation Strategy and Planning:

Today, the twin engines of digital transformation and the ascent of millennials as the largest demographic cohort are driving the need for transforming the stodgy and old HR function into a hip, agile, transparent, responsive and employee-centric service and a prudent strategy and sound planning is critical to success. Read More…

Human Resources Transformation Roadmap:

An HR Transformation Roadmap is a step-by-step navigation to get your enterprise from the point of departure to the point of arrival, by taking a set of actions, implementing some activities and achieving some outcomes, in a planned sequential manner. Read More…

Human Resources Digital Transformation:

Like other functions, the human resources function is witnessing tremendous shifts due to the digital revolution. Today, with a host of technologies that are leveling the playing field, plus the rising expectations of employees, particularly the millennials, companies can embark on a rather foundational digital human resources transformation across the HR processes and functions.

Human Resources Analytics:

HR analytics is not another buzzword with the software types, but in reality, human resources analytics involves identifying the behavior trends of human assets and how they can be improved with targeted solutions based on the information collected. Read More…

Human Resources Transformation Software Replacement:

Human Resources software replacement is an arduous task with significant implications that reverberate across the enterprise.  The HR function is a cornerstone of enterprise business operations, particularly in a highly competitive landscape for talent. How do you know if and when it is time for a Human Resources software systems transformation? Read More…

Human Resources Transformation Consulting:

As HR transformation is a mission critical endeavor, it may be a good place to hire an HR consultant.  Let us examine how to choose the right HR Transformation consulting partner for a major enterprise human resources transformation program.  Read More…

Human Resources Capabilities Model:

HR Business Capability Model is an essential tool in transforming the Human Resources function in the digital age. A map of HR capabilities can be the foundation of the process to identify the desired state of HR function and align them to business capabilities.  Read More…

The ”Book” on HR Transformation:

Dave Ulrich is considered the champion and originator of the Human Resources Transformation paradigm.  His book is “The” book on HR transformation.

CIOPages.com offers a variety of Human Resources Transformation deliverables, assets, and artifacts. Please peruse if any of them will be useful to you as you embark on an HCM/HRIS transformation.