At this point, most leaders recognize the importance of HR transformation. Yet, there’s a lot of uncertainty about what it takes to create an impactful strategy. Here are some best practices:
#1. Get leaders on board
HR transformation isn’t just for people in the department; it’s going to impact every business function, so it’s important to get leaders from across the organization on board. Include members of the C-suite in the process from the start and encourage them to share their ideas and offer feedback. By listening and incorporating other leaders’ insights into your strategy, you’ll secure buy-in and ensure your approach aligns with their priorities.
#2. Don’t overlook the people component
Getting buy-in from leadership is undoubtedly important. But if you want your HR transformation to be successful, you’ll also need to gain support from your employees. To help everyone get comfortable with the new role that HR is going to play at your company, take an employee-centric approach to strategizing.
Give your employees the chance to ask questions, offer feedback, and share their concerns. And prioritize transparent communications throughout your HR transformation, so that people feel like they’re being included in the process and they know what’s happening next.
#3. Set strategic goals
If you don’t go into your HR transformation with specific goals in mind, you’re setting yourself up for failure. Start by checking in with leaders from different departments to understand what their objectives are and the biggest challenges that are making these goals difficult to achieve. Then, create two sets of transformation goals, one for your department and one for the business at large. Include measurable success metrics that are developed based on your goals and a step-by-step guide for the transformation process.
#4. Choose the right technology
Technology isn’t the only part of HR transformation, but it’s undoubtedly an important component that deserves a lot of thought. The right technology will bring your vision for HR transformation to life, and it can even help you stave off the Great Resignation.
Carefully consider what software will be crucial for your approach. Look for solutions that will automate and streamline processes, reduce time to hire and make onboarding more efficient, and move the needle on diversity and inclusion initiatives.
Rather than focusing solely on upgrading HR technology that you already use, it’s beneficial to consider new categories like the talent marketplace. These platforms harness ethically-constructed AI to dynamically match employees to projects, gigs, mentoring, and full-time roles. While talent marketplaces are relatively new, Gartner has already named them as one of the top three areas of focus to drive value in 2022.