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Understanding and implementing HR transformation

Author: Sarah Welfare


  • HR transformation is the process of implementing change to the way in which the organisation as a whole delivers HR. (See What is HR transformation?)
  • Common reasons for organisations to embark on HR transformation include meeting business goals such as improving capacity to recruit and retain the right people and aligning HR more closely with business strategy. (See Objectives of HR transformation)
  • Delivery options include reorganising and re-skilling the HR function itself, supporting line managers and employees to deliver HR through technology, forming a new HR service function such as a shared service centre and outsourcing HR service work to an external provider. (See Tools for transforming HR)
  • The HR transformation process will require the HR team to develop the skills - including gathering and analysing data, and relationship management skills - needed to deliver HR in a business-orientated manner. (See HR capability and skills)
  • The options to use technology to transform the way in which the organisation manages people - in particular those involving a move from an information-management system to an engagement-based system - are likely to be an important consideration in the transformation process. (See The role of technology)
  • The key stages of the transformation project are likely to be development of the case for change, design of the solutions, development and roll-out of a detailed plan, and review and sustainment of the change. (See Implementing HR transformation)
  • Supporting line managers to become the principal owners of people management across the organisation is likely to be one of the main challenges of the HR transformation project. (See Line managers)