In just over a decade, HR has transformed from a glorified administrative center to a true driver of business strategy and an incubator for innovative thinking. That said, the actual structures that support it have largely lagged behind, and as we adopt new technologies, we run the risk of memorializing and automating suboptimal processes. For all the progress HR has made, now is the time to consider even more disruptive change to the way the function is built, organized, and managed.
This Session will Examine:
- The technologies and tools that are emerging as critical components of HR strategy, analytics, communication, and people management.
- Identifying and understanding indicators that HR functions are in need of, or can benefit from, technological or process transformation; and alternatively, when simplification might represent a more direct answer.
- Best practices for implementing major systems transformation: Balancing behavioral considerations with compressed timelines and new training requirements.
- Navigating the political and financial concerns involved in a major transformation – How to secure buy-in and build an effective business case.
