When HR organizations are well designed, HR professionals spend their energy, time, and attention helping the business respond to the external needs of customers and investors rather than dealing with issues inside the function. They evolve from an administrative and functional role into true business partners with an outside-in perspective and the capabilities to optimize human resources and better align people with stakeholder expectations.
Opportunity exists for HR to be more effective in creating stakeholder advantage.
Today organizations rely more and more on agile work to continuously improve their customer’s experience in significant ways. However, to scale up this agile work and turn it into sustainable competitive advantage, we need a new agile organization, one that adapts to new working realities and rapidly changing business contexts, and that consistently advances individuals and teams on those business capabilities that make the difference for their customers. Only HR can take the lead on building this new agile organization. To do so, however, the HR department needs to improve its effectiveness to create business value and to provide the right solutions that help individuals and teams to become more relevant for their customers.
Are you ready for HR transformation? Take the survey to find out.
— Yvonne C, Pharmaceutical Company
I firmly believe that we have come up with something that could be groundbreaking for the industry, company, and patients and am excited to see how it comes to life.
Position HR to deliver both business impact and operational efficiency.
HR transformation is not about making HR easier or better. It’s about how HR can be more effective in helping the business create advantage. HR creates value for the business by doing work that improves agility and has strategic impact. Namely, HR must ensure the organization’s organization, talent, leadership, and culture are aligned with business strategy, have capabilities that differentiate the organization, and are able to consistently deliver on customer and stakeholder expectations. The RBL Group helps you build an HR organization that is best positioned to do this high-impact work as effectively as possible.
See our results: related case studies
RBL’s agile HR transformation process involves four key elements:
Our recent HRCS study shows us in detail what are the individual competences HR professionals should develop and the critical outcomes any HR department needs to deliver well. Add this new framework to our significant experience transforming HR organizations, and you’ll find the best partner to team up to accelerate the business value your HR organization provides to all your stakeholders.
First, the RBL Group takes your HR department through a transformational alignment process that starts with a clear understanding of the business context: customer needs, industry dynamics, external trends, and competitors. We help leaders fully understand how the business responds to the external demands and what the business model needs to be going forward.
Second, we identify outcomes and create a clear idea of what the business capabilities and HR priorities need to be to help drive business results.
Third, we design HR using a framework and process that creates clear roles for both strategic impact and cost-efficient delivery of essential work. This includes determining what work needs to be embedded close to the business and what work is best centralized.
Finally, we ensure that HR professionals devote time and attention to developing themselves and honing the skills that make them strategic business partners. This involves assessing individual strengths, role placement, job rotation, and strategic training.
Position HR to accelerate the business.
Effective HR transformation is a foundational element for any organization that wants to become more agile in responding to customer and investor changing needs/expectations. Today’s HR functions lead the way in creating an agile organization that can adapt quickly to new working realities and rapidly changing business contexts, and that strategically accelerates the development of critical business capabilities needed to clearly and consistently differentiate your organization in the eyes of customers and investors.