The acceleration of business transformations, the evolution of organizations, business disruption, employee commitment and motivation, talent management are all challenges that need strong HR support. In addition to this, new behaviors and new digital ways of working which are ever more social, mobile and interactive call HR practices into question, especially the strategic aspects which go beyond HR administration.
It is in this context that the HR function must transform itself; reviewing HR strategy, policies and processes, organization and talent management, whilst making the most of digital tools available (HR analytics, RPA, HR SaaS) to support the changes.
The transformation of an HR function should include workplace and work-life enrichment (managerial culture, work environment, individual development), the development of the employer brand to attract talent, the anticipation of the business’ needs and planning for the skills and roles required. It also covers the implementation of effective HR processes and the management of social cohesion by ensuring there is an intergenerational balance and an inclusive approach.
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