HR Transformation: More Than Developing a New Best Practice

April 19, 2016

 

One of the most common misconceptions about HR transformation is that developing one or two new “best practices” is all you need to encourage lasting change. While identifying a few best practices or even implementing a best practice from a respected industry professional can certainly be part of the process, real HR transformation requires a full roadmap for success.
 

The Essential Questions To Ask Before Implementing HR Transformation

A good place to begin is by asking the four key issues below:

  • Why are we considering a change?

  • What is the end goal we are trying to achieve?

  • Who will implement the changes?

  • Who will benefit from these changes?

The questions above should deliver the detailed answers and key talking points required to start the conversation. They should be the place from which you build a detailed and measurable roadmap for success.

 

Human Resources As A Business Strategy
 

While devising your new HR practices, you must think of human resources as a business strategy. Your team members are your most valuable assets. This means that HR must go far beyond mere compliance regarding labor laws and employee retention. Instead, you must search for ways in which you can improve your workflow, operations, and company culture to ensure that they support your valuable team.

However, the end user must not be forgotten when devising your HR strategies. Your goal is to improve their service, by maximizing your team. The goes beyond setting a goal to improve turnaround time or throughput, to creating new or improved systems for success.

 

Identify The Perfect Balance

A system designed for success must be built with the perfect balance. This includes new systems with enough guidelines that employees have a clear understanding of their expectations, but sufficient flexibility and freedom so that innovation is not discouraged. This is a perfect example of the difference between a top-down approach, and middle ground approach. While it is your responsibility to manage the big picture that many of your employees will not grasp, it is also your job to seek inefficiencies from within your team. This balance requires a strong level of communication and a structure that supports both your communication channels and workflow.

 

Is It Time To Restructure?

As an organization continues to grow, the internal structure must change and evolve with it. Small businesses with little distinction between departments will need to start by creating units. Even if these groups begin with teams of 1 or 2, the roadmap for growth must be top of mind.

 

As your company grows, industry changes, services expand, and technology evolves; the need for new internal positions and new internal teams will increase. For example, ten years ago, few companies had anyone who worked correctly in online marketing or social media marketing—even IT teams were far smaller a decade ago.

 

However, you must keep in mind that HR transformation most often requires you to think beyond industry or business changes, and on to creating a more efficient internal structure. Most mid-size and large organizations have at least a few areas where they would benefit from splitting a large team or department into a smaller unit group, and for creating a more in-depth people pipeline.

 

Your People Pipeline

As the Internet and professional social networking continue to play a larger role in job placement, building an internal pipeline has never been more important. Not only is it easier for you to seek qualified candidates online, but it is easy for other hiring managers to find your qualified team members online. By creating a people pipeline, you can show your team the opportunity for internal growth, making an outside employer less attractive.

 

So Where Do Best Practices Fit In?

Best practices can be identified as part of your roadmap, but best practices often occur organically. Yes, by all means look to suggested best practices from your fellow industry influencers, but understand that for any new practice to be a success, they must be personalized for your organization.

 

Implementing Your New Strategies

After your new best practices and strategies are developed, the next part is where many teams fall short—implementation. You must communicate the new strategies to your relevant team members, you must train your team on how to move forward, and you must make the necessary changes required to set your team up for success. Some strategies must be rolled out in phases, so you need to determine a useful starting point.

While some new strategies are so well aligned and so in-demand that they seemingly fall into place, others are more complex and will take some time before you reap the benefits. Often, it may feel as if things are getting worse before they improve. This is when many HR teams give up, and return to their former systems. This is precisely where we can assist.

 

HR Delivery Model

 

At Change Action, we can help you develop, implement, and maintain your start-to-finish HR transformation. We will not only help you identify your new best practices, strategies, and structure, but we will create a detailed HR delivery model. We are changing management experts, who will help to minimize the disruption of implementing significant changes. We do this by making incremental changes, and by creating the clear communication channels to ensure your team is aligned with these changes. Once your HR transformation is complete, we are happy to check in periodically to make minor improvements as your business continues to grow and expand.

 

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