How can HR professionals ensure a sustainable transformation?

Few points on how to assess and develop HR capabilities: Understand Organizational Goals: Begin by understanding the overall goals of the organization. HR capabilities should align and support these goals. Identify HR Capabilities: Identify the specific skills that your HR team needs to meet the goals. These could include talent management, employee relations, compliance, training. Gap Analysis: Conduct a gap analysis thru surveys, interviews, and data analysis to determine where your HR department currently stands in terms of these capabilities. Benchmarking: Compare your HR capabilities with industry standards and best practices to identify where improvements are needed. SWOT Analysis: Conduct a SWOT analysis of your HR department.

Living the company culture in all aspects of HR processes is an underestimated HR capability. More and more HR functions have changed into People & Culture. In order for HR to keep up with the transformation, HR needs to fully understand, live and deliver on the organizationel culture in every employee lifecycle process. This means the every HR professional should demonstrate the right mindset and behavior when in contact with current and potential employees. Recently I have heard of cases with HR professionals in recruiting processes and handling of job termination not living up to the culture proclaimed on the company website.

Assess and develop HR capabilities by self-evaluation, continuous learning, networking, seeking feedback, mentorship, certifications, skill-building, cross-functional knowledge, adaptability, data analytics, communication, leadership, conflict resolution, and legal compliance. This ensures ongoing effectiveness in HR roles.

Certainly, assessing and nurturing HR capabilities is pivotal. The second stride involves an earnest evaluation of your own HR proficiencies, along with your team's and the broader HR function's. Pinpoint the essential competencies and behaviors pertinent to your role and transformation objectives, while tending to any gaps. Fostering a culture of continuous learning, securing feedback from peers and mentors, and embracing adaptable thinking is key. Furthermore, make the most of industry best practices and tools at your disposal. This journey is about evolution, both personal and organizational.

As HR addresses people's current challenges, it must also keep an eye on what's to come. And in order to understand the future of work it is mandatory to be prepared and updated. To achieve this, the first step is to know what main skills HR professionals need to develop. The first step to achieve it is to know what the main skills HR professionals need to develop are. The analytical mindset is key here and measuring the gap between the current level and the desired level and putting plans into practice to practice this upskilling or reskilling. Even the analytical mindset is one of those key skills!

In the journey of HR transformation, it's essential to keep an eye on your progress. Monitoring and measuring your efforts will guide you toward success. Define and track key indicators that reflect your HR goals. Embrace data and analytics to evaluate your performance. Regularly review and report your results, celebrating milestones along the way. Don't shy away from challenges or risks; address them head-on. Seek feedback and continuously improve. This ongoing process ensures your transformation remains on course.

Tracking KPIs works well for quantitive, but not so easy for the qualitative. When setting KPIs, do not make them too laborious. It doesn't benefit the supervising partner, or otherwise, when evaluating performance. The fear is, the other 'shiny' solutions appear too difficult and the firm reverts back to the old school use of Excel.

What cannot be measured cannot be improved. Be rigorous with data and improve decision making based on data and evidence. It is also the language the company speaks.

In my professional experience, I've overseen 2 significant initiatives aimed at transitioning our operations from conventional paper-based processes to a digitally transformed environment. The first of these initiatives was made possible through the generous support of an international donor who funded the digitalization of our HR and the implementation of HRIS. We effectively managed this grant and subsequently engaged with potential donors to secure funding for the digital transformation of other operational areas. What's essential to highlight in this context is the proactive involvement of the HR team in ensuring that this shift to a new era of operations prioritizes ease of access, effective management, and precision in our processes.

Transforming HR requires collaboration and partnership with internal and external stakeholders. Internally: Build strong relationships with managers, leaders, and employees to understand their needs and partner with other departments to align HR initiatives with the overall organizational strategy. Externally: Partner with external experts for specialized knowledge, skills, or solutions. Network with other HR professionals to share insights and experiences. Tips: -Cross-functional teams -External partnerships -Professional associations -Industry events Collaborating and partnering accelerate transformation and help achieve desired outcomes.

Through my experience in digital transformation over many years, I find that the digital transformation of all businesses includes human resources and the implementation of the massive database, which motivates human resources to move to different departments to help in the success of the digital transformation. Through the experience of shifting from manual work to modern technological programs and linking all departments, this requires more focus and information Starting from management, customer service, leadership, sales, marketing and financial analysis, this was the motivation for the work team to be the first and last driver to keep pace with the digital transformation of any of the major companies.

Addressing a transformation is a great challenge that requires the effort of the entire team. Encourage collaboration and put managers who create and facilitate cross-team collaboration in charge of major initiatives.

Having a right condition of psychological safety to foster innovation is a foundation. Embracing change and room for experiment will be also pivotal to drive transformational projects. Good to find a right people for the specific project streams with a good sense of curiosity but delivering results.

Map out your options! Process mapping can be a simple as a quick Visio or as complex as Value Stream Mapping. Visually comparing ideas against the current state (and other ideas) can provide valuable insights.

The path to success in a transformation is not easy nor linear. Allow error and encourage experimentation. Learn from every mistake and help generate a growth mindset in teams.