HR is moving from delivery of routine services to strategic services. The role of HR will significantly move towards being able to identify and manager service providers
What are the drivers of HR transformation?
The drivers for HR transformation in my view are three: first one is the changing landscape of business, second is the dynamics of talent and its demographics, and third is the knowledge and research of talent, and HR motivates transformation as new insights are incorporated that changes the nature of engagement.
What do you think HR spends its time on today? And what should HR spend time on? Are there any models for HR to adopt help them do what they need to focus upon?
This is a question that each HR group should answer in the context of their business and their industry. Each HR head should reflect on what are the areas he/she should be spending time on that will ensure maximum impact on its business and the reflect on what they must do with those activities that need to be done but do not have the same level of impact to business.
There is no one common answer to this question. If you put all these answers together, there are many common areas that will arise, but one cannot apply the same directly to any business context. Each HR team has to do the analysis first for themselves in the context of their business and industry.
Once you have identified the work that is not business critical, the next step is to find out who can best do that work. This is a second level question. The answer to this question depends on whether such providers are available and if yes, than what are their capabilities, and how much will it cost to outsource?
Going forward, what will be the new nature of the HR function?
HR is moving from delivery of routine services to strategic services. The role of HR will significantly move towards being able to identify and manager service providers.
What capabilities will HR professionals require in the future?
A deeper understanding of business, deeper access to research in talent areas, and capability to identify, manage and assess vendors.
HR will require the ability to design and architect service delivery models that can support the organization’s talent needs.