In this incredible era of transformation, HR cannot escape the challenges imposed on them by today\u2019s world and with intense pressure to do it quickly.<\/p>\n
No matter the business sector, the country, the company size, clearly what worked before doesn\u2019t work anymore today. We cannot play a new game with old rules.<\/p>\n
Just like it\u2019s been happening in organizations on the whole; the People areas are immersed the challenge of change from a distinct perspective and deploying across the transformation spectrum, from the most conservative companies who modify just the odd transactional issue (for example, implementing the electronic payslip) to innovative companies that rethink all the processes, bring in technology, and revolutionize people management. All HR areas are in transformation mode!<\/p>\n
Let me borrow from Josh Bersin\u2019s model published under Deloitte for the new social enterprise<\/a> \u00a0 and use it for HR to show how it evolves into an agile model and creates a framework for explaining the transformations.<\/p>\n HR areas are evolving in two ways based on what their focus is and how they do things. Their focus shifts away from thinking from the company\u2019s viewpoint to thinking from the person\u2019s<\/strong> and considering all the stakeholders in their ecosystem. This opens the door to novel approaches, such as Experience Management (both Employee and Customer Experience), using data to understand people more deeply, methodologies such as Design Thinking for listening better, among others. About how things are done, HR becomes agile, adopts new technologies, builds relationships with new technology partners that solve issues with innovative Apps, opens up to new forms of labour relations. This new HR functions<\/p>\n The figure below shows how traditional HR evolves into its new agile model:<\/p>\n A new paradigm underpins HR transformation that translates into these 10 trends summarized in this table:<\/p>\n