Reinventing HR to deliver on human centered transformation
HR and people teams are the guardians and executors of change. How do they need to evolve to support a human-centered world of work?
In an era of rapidly evolving work, the HR function is central to managing critical changes. This chapter of The Human-Centric Enterprise, developed by Mercer and Thinkers50, invites leaders to rethink HR’s role, calling for a shift from the organization-centric target operations model (TOM) to a more fluid, human-centric model that begins with the target interaction model (TIM) before TOM. Recasting HR processes, technology and roles, Armin von Rohrscheidt provides a roadmap for transforming HR into a strategic partner capable of fostering a more sustainable, productive and engaged workforce in our changing world.
Four ways to rethink HR
For a sustainable and flexible HR setup with real business impact, organizations need to place TIM before TOM. This will require four ways of fundamentally rethinking HR:
- Reconsider the impact HR has on the organization.
- Recalibrate your HR portfolio and tone
- Reassess people processes and technology
- Reevaluate the HR organization and performing roles
Putting people at the center of work creates more sustainable, productive and engaged workforces — in HR and across the organization.