In the dynamic landscape of modern businesses, an effective HR strategy isn't merely a function—it's the compass guiding organisations towards their goals. Spearheaded by HR Business Partners (HRBPs), this strategic roadmap is designed to not only achieve business objectives but also to instil and uphold the core values that define a company. In the following discussion, we'll delve into the intricacies of strategic HR, examining how it optimises budget utilisation, streamlines processes, and plays a pivotal role in enhancing overall organisational success.

Re-defining organisation structure:

The continually evolving internal and external challenges, encompassing business, service, and technology alignment, necessitate organisational coherence. This, in turn, requires HR transformation with well-defined objectives, including vertical and horisontal business alignment across functions. Regularly reviewing and aligning the span of control is imperative to avoid potential failure.

To begin addressing this aspect effectively, HR managers can start by checking in with leaders from different departments to understand what their objectives are and the biggest challenges they face that are making these goals difficult to achieve. Thereafter, two sets of transformation goals can be posited: at the micro level for the division and the macro organisational level. Including measurable success metrics that are developed based on these goals and a step-by-step guide for the transformation process is key here as is monitoring the progress on meeting these goals periodically. 

Re-defining digital structure:

Although HR transformation encompasses more than just technology, it is crucial to recognise that technology plays a significant role and merits thoughtful consideration in the overall process. The right system will give a vision for HR transformation and bring it alive, and it can even help save time and effort for the employees. This also encourages data transparency across organisations. Here, an interactive dashboard can help managers and employees not only validate data but also take corrective actions within the timeline. It is imperative to have appropriate, easy-to-use digital tools which enhance people's productivity, and efficiency and aid in overall improvement.   

These technology-enabled, automated, and streamlined processes can, inter alia, reduce the time to hire, make onboarding more efficient, and move the needle on diversity and inclusion initiatives. Rather than focusing solely on upgrading HR technology that is already in use, it is beneficial to optimise the existing systems/processes for better results.

Re-defining people practices: 

The people practice strategy needs to be modified to engage employees from various levels of society irrespective of their backgrounds, ethnicity, religion, region, gender, and so on. The underlying objective in this approach needs to be contoured by the following considerations and goals:  

Attract and retain talent - Improving the candidate's experience and having a clear career framework, encouraging a work environment, and timely rewards for performance are critical. This will not only retain the existing talent but will also encourage the employees to attract their friends and family to the organisation, something which indirectly helps to have a cohesive work environment.

Flexible working- Every employee has a unique need when it comes to work location i.e. work from the office v/s working from home. Work-related flexibility will not only increase employee morale and satisfaction but will also result in greater retention. However, this model should also encourage collaboration and teamwork hence it is important to have teams meet in person regularly. 

Prioritise diversity and inclusion -To achieve this, start by assessing your company's current standards. Conduct employee surveys to understand the viewpoints of current staff regarding the organisation's inclusivity. Subsequently, make a dedicated commitment to enhancing diversity and inclusion through strategic transformation.

Leverage technology - To improve the Human Resource Management function, organisations must embody a digital mindset. Leveraging technology starts with making innovative technology investments and thereafter making it leverageable by those that it concerns the most Here, it is important to keep in mind that engaging employees in new digital assets involves comprehensive training and support from the top. 

Re-defining employee service delivery:

A resilient operating model fosters constructive collaboration between people and processes, aiming to empower the HR function to provide optimum business value to stakeholders and CxOs. When evaluating the present state of the HR operational model, HR Business Partners (HRBPs) need to weigh various success factors. These encompass, among others, the following:

• Maintaining an effective talent strategy (Hire, retain, upskill, succession planning, skill availability, compensation and benefits, performance validation, etc.)
• The HR function consists of a robust HR service delivery team, including shared service centres which help front-end HRBP’s with quick turnarounds, predictable quality of service, and timely issue resolutions.
• The HR department supports the CxOs with exceptional centres of excellence (COEs), which helps identify early signs of organisational “problems/ concerns” with resolutions.
• HR operational efficiency relies on the efforts of key talent, including solid leadership. HR leaders must align with business goals, establish a clear HR vision, and adapt the operating model for the future workforce to enrich the workings of all employees.

Winning with an effective HR strategy 

HR transformations can range from subtle adjustments to sweeping changes in company practices. Achieving genuine transformation is no simple feat. Fortunately, there are no shortcuts in pursuing positive HR transformation and discovering the most effective methods requires diligence. By fostering better leadership, implementing suitable operating models, enhancing HR capabilities, and leveraging technology, an HR department can progressively strengthen its position and contribute to overall organisational growth.