HR Transformation in 2014

HR Transformation in 2014

Today completion is now just a mouse click way. In 2014 HR mindsets have to keep pace with our globalised, trade-exposed, no barriers to entry “market place. HR has must get traditional “personnel’ issues under control and up to “best practice” but it also has a vital role in assisting organisations address core business and strategic issues.

Today’s HR practitioners need to think like corporate strategists, like economist and resource allocators in addition to their tradition HR roles. Practitioners need to have solutions and answers to business strategies and issues

Quoting from a Deloittes article: “One Fortune 500 CEO, distilled HR’s top priorities into three fundamental objectives:

  1. Focus on talent and develop the next generation of leaders
  2. Standardize HR policies, programs and operations so the company can quickly reconfigure itself in response to changing global market conditions
  3. Focus on workforce management to enable new business models including M&A, divestitures, alliances and joint ventures and new market entry.”


According to Deloittes the bottom line benefits of HR Transformation include:

  • Adding value to the business by aligning HR operations with business goals
  • Recruiting and retaining key talent
  • Adaptable best practice core HR processes
  • Minimising HR time spent on low value activities
  • Optimising delivery of HR services through a mix of in-house and outsourced service appropriate to the business
  • Improving delivery, process and staffing models
  • Identifying and implementing waste reduction and cost saving opportunities

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