HR process reinvention helps shift from process driven to output-oriented.
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Communication: It is clear that the business needs to be convinced of the improvements before implementing. So, you have to communicate, consult and then implement. Consider your organization stakeholder when reinvent business processes. When you redesign the process, you need to ensure that your recommendation of new business process can answer the stakeholder need. There are links between these concepts - big meaty ideas or concepts to capture the imagination and encourage engagement in making significant and relevant change; communication is the key to getting the 'big idea' out there and then enable the feedback, consideration and implementation process that turns the idea into reality.
Stakeholder Buy-in: Another component to consider, is the extent to which you get representation from everyone who will have a stake in this process. In most instances, these types of initiatives touch just about everyone in the organization. Some organizations formed a "vision" team and was comprised of at least one person from each business unit. Each team member acted as a champion within their own teams and this made it much easier for business as a whole to move the organization through change. You can also take a lot of time up front to map out the entire workflow of processes you want or need to either change or design. You end up with a large visual which you display. This will make it easier for managers to communicate to the broader audience
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People are still the most invaluable asset in businesses today. However, many HR organizations still run in silo, as a support function doing the administration tasks, only through leveraging the latest technologies, reinventing key business processes and engaging talent employees, HR can be transformed into a strategic business partner to lift up the maturity level of their organizations.
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