How can Human Resources (HR) effectively transform to add more value to the business and enhance internal perceptions?
Background: In many organizations, true transformation of HR is only beginning to take hold. The traditional HR function of employee service and “policy manufacturer” will substantially disappear. Through process re-engineering & standardization, sophisticated technology implementation, and increased employee responsibility of interactions, HR will successfully migrate to a new, more value-added role within the company structure. This evolution, however, is difficult, as company culture, internal perceptions, etc. can often impede progress. Details: HR work can be evaluated in terms of process cost/benefit, key process metrics in place, Hershey Foods employee survey (conducted every 12-18 months), and correlation of key metrics to corporate performance. Suggested Approaches/Considerations: Assess current situation, externally and internally. A) HR work assessment (what work is truly adding value to the business? What criteria best assesses this? What less value work can be eliminated,
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