10 steps to take before starting your HR Transformation project

If you are thinking about HR Transformation, then consider taking the following steps :-

1. Conduct a skills audit

Which HR Transformation Skills currently exist in your organisation, and are they available?

2. Complete a HR Current State Assessment

What is your current HR performance like? Do you have the key HR performance metrics such as HR FTE to Employee ratio and HR Cost to Serve, broken down by division and geography ? If not, then you will need to develop a current baseline as a starting point – facts are key in making your case for change and deciding whether to buy services from outside.

3. Check your appetite for change

Any transformation programme is long, challenging and can take between 1 and 3 years. The impact and effort for your staff to move an organisation through a series of step-changes involving process and technology is often underestimated.

4. Understand your organisation strategy

To gain “buy-in” to your HR Vision you will need to be aligned with your organisations strategy.

5. Start thinking about who your sponsors will be

For any large Transformation programme to succeed, it is essential to have visible leadership to push changes through and lead by example. It is worth considering a “non-HR” Transformation champion.

6. Set this up as a formal project

The general rules of project management apply here to, so brush up on your project management experience and consider seconding a qualified project manager. Establishing appropriate governance is essential to deliver on time and to budget.

7. What is the appetite for outsourcing ?

Do you currently outsource services in other areas such as IT and Finance? Do you currently use 3rd parties to deliver HR services in payroll or Learning and Development ? Would a move to outsource HR Administration be too large a shift for your organisation in experience and strategy ?

8. Speak to your customers

Ask your key HR customers for their view of current service performance and future requirements. Surveys and focus groups can be developed, or simply ask your key customers the direct question over a coffee?

9. Start developing your vision

The key to gaining buy-in and providing clarity to your team is a clearly articulated vision. Who needs to input and deliver your vision will depend on your organisation, but it needs to inspire your staff, the Board, and deliver your organisations strategy.

10. Consider working with a HR Transformation partner

If you find you have skills and experience gaps in HR Transformation, then consider partnering with a specialist HR Transformation consultant.

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