HR Transformation

HR strategy is the process of clearly defining the current and future human-resource requirements needed to achieve organizational goals. An ideal HR strategy connects people with business and enables the consistent pursuit of mission, vision, values, and goals.

• Defining HR Aspiration — identifying business essence and the necessary skills, resources, culture, and processes
• Diagnosing current HR capabilities — analyzing strengths and weaknesses and identifying risks to reaching future goals
• Identifying current-vs-future gaps and establishing Gap Strategies and priorities by area
• Establishing stakeholder-management approaches and periodic monitoring/revision strategies

HR services must ultimately add value to business-leader decisions. Realizing an HR function that contributes to business value requires not only the right strategy but an effective service-delivery model.

• Redefining the HR organization's roles and mission and expanding its business-partner role
• Designing HR service models that elevate the Employee Experience for executives and employees
• Designing measures that reduce complexity for HR service users and build trust in expertise
• Linking HR Technology solutions and building HR-data collection and analytics frameworks

HCG's change-management strategy emphasizes systematic and proactive approaches. HR policy changes stir both opportunity and concern for executives and employees alike, so our focus is on anticipating uncertainty for stakeholders and inviting their engagement.

• Establishing change-communication strategies and proposing team-centric approaches differentiated by stakeholder group
• Engagement and involvement programs that help employees understand the need, rationale, and impact of change
• Systematic analysis of change-process feedback data and support for executing optimal change scenarios
• Increasing employee receptivity to organizational change and monitoring transition execution