以人为本的人力资源转型解锁了员工体验
的人力资源团队认为他们提供了一个模范的员工体验.
许多人力资源主管表示，我们正处于一个以候选人为导向的市场.
许多高管在人力资源敏捷性方面进行了投资，但很难维持下去.
of organisations plan to redesign their HR function for greater impact in 2022.
of executives believe that automated HR 流程 create a disconnect between HR and the business.
人力资源战略挑战
-
你的人力资源职能与你的业务战略没有直接联系.
-
HR is not perceived as delivering real value to candidates, 员工, leadership and your board
-
你的组织努力改善人力资源接触点和实践.
在未来的工作中，是时候使用TIM了
在过去的几十年中, the predominant HR model was designed around the perspective and perceptions of the HR organisation, and its primary purpose was to address leaders’ laser focus on business efficiency and cost savings. 从这一理念中产生了人力资源业务合作伙伴的三位一体, 卓越中心和共享服务. But this prevalent three-pillar HR operating model not only failed to achieve the desired cost benefit; it also created a fractured candidate and employee experience.
In today’s work environment — and to be agile and ready to adapt to the future of work — organisations need to refocus their 人力资源管理的转型 on interactions — choosing a Target Interaction Model (TIM) approach before designing the target operating model (TOM). Our TIM approach uses a multidimensional and people-centric 人力资源管理的转型 philosophy and methodology that grants the HR function greater responsibility than ever before, placing it at the table with the C-suite to create the organisation’s people strategy.
成功的人力资源战略以人为中心，而不是组织结构图
It’s time for HR to shape the future of work by providing relevant advice and services that directly align with and support your organisation’s business and people strategies. The right 人力资源管理的转型 drives the organisational 战略与人 priorities, 它贡献了真正的商业价值.
美世’s 人力资源管理的转型 approach uses the TIM model to found the future organisation around the employee experience and the business strategy, 将人力资源转化为真正以人为本的职能. TIM特别重视个人和数字接触点, 以员工满意度作为成功的关键衡量标准.
通过强调员工体验, 基于最终用户的需求(包括高管层的需求), 人力资源面向未来的设计可以使整个组织受益, 引入更好的工作方式，提高员工敬业度.
目标交互模型(示例)
成功人力资源转型的四个维度
塑造未来的人力资源战略
人力资源加速器
-
人力资源愿景和战略路线图
Create a clear future vision to describe and execute your HR strategy that can transform your HR content, 流程, 组织与技术 -
人力资源流程(重新)设计，自动化和彻底简化
Create an exceptional employee experience around moments that matter by carefully examining 员工’ expectations and interactions with HR and by streamlining and simplifying 流程
人力资源角色:倾向于员工体验
- HR strategic advisers provide insights to senior executives on how the workforce supports the business strategy.
- 协作专家促进信息的流动, 劳动力人口之间的技能和能力, 帮助员工适应变化.
- 员工体验设计师创建直观的接触点和用户旅程, 通常是针对特定的角色, 例如新员工或业务/功能组.
- Centre-of-excellence experts design the global talent philosophy in partnership with the C-suite.
- 能力中心专家执行人力资源流程, 比如人才获取或流动性, 与地理位置或业务线保持一致.
- HR business partners operate in a micro-environment to support the HR operational needs of a pivotal people leader.
- HR shared service consultants handle exceptional cases and special requests that extend beyond digital and automated capabilities.
准备好开始你的人力资源转型之旅了吗?
美世的人力资源转型框架
-
开始
- 以一个观点和假设作为开头.
- 对未来国家的愿景达成一致.
-
发现
- 通过洞察和基准为转换提供基础.
- 清晰地表达变更管理旅程.
-
形状
- Create bold solutions with measurable outcomes toward the future-state vision.
-
开车
- 提供可持续价值
- 将人力资源转型融入组织结构.