HR transformation is a redesign of the HR function involving dramatic as opposed to incremental improvement. At its core, HR transformation is about creating an HR function that reflects and supports the broader organization and its strategic objectives. As organizations embark on major change initiatives, HR transformations tend to follow. 

In recent years, HR transformations have been following or aligning with organizational digital transformations. Like organizational digital transformations, HR transformations have aimed to strategically integrate multiple technologies by:

4 Components of HR Transformation Today
1.    Digitizing data and information,
2.    Automating processes,
3.    Applying analytics, and
4.    Enabling digital interactions and communications.

While HR transformations in the 1990’s and early 2000’s tended to focus on maximizing efficiency and reducing cost, present-day HR transformations are equally, if not more, focused on enhancing the contribution that people make towards achieving organizational goals. And these present-day HR transformations are using technology to achieve these ends. Specifically, they aim to attract, motivate, and retain the best talent by using technology to:

7 Objectives of HR Transformation Today

1.    Deliver a consumer-grade employment experience,
2.    Minimize manual and administrative work for HR, managers, and employees,
3.    Offer timely, data-driven decision-support to business leaders,
4.    Provide heightened security for workforce information,
5.    Comply with ever-changing legal and regulatory requirements,
6.    Respond swiftly to the organization’s changing talent requirements, and
7.    Drive collaboration and productivity within the organization and HR.

To accomplish these objectives, HR functions are adopting new HR technologies, standardizing HR processes around internal and industry best practices, designing key employment milestones with the needs of employees front and center, revising HR function structure, and developing analytic and consultative skills among HR staff.

HR transformations require significant investment of money and time. They involve changing not just how HR operates, but also how employees, managers, and leaders do their jobs and access HR services. Therefore, the success of HR transformations hinges on thoughtfully managing the change from the outset. 

APQC’s May 2021 human capital management webinar provides a case example of an HR transformation initiative that leveraged change management principles. Chief Human Resources Officer, Maryjo Charbonnier, shared lessons learned from Wolters Kluwer’s global HR transformation. She explained how to build a business case for change, ensure executive stakeholder alignment, and organize the HR function.

Charbonnier also covered globalizing key HR processes: performance management, talent management, learning and job architecture. In addition, she shared how to implement market leading technology, a global digital HR portal and case management system, Workday, and a global payroll provider and platform.

Watch the webinar today to learn HR transformation success factors that you can take back to your organization.