4 essentials of any delivery function in HR

4 essentials of any delivery function in HR.

People: 

Most important part of any organization, you always need people who have intended to work and learn new things & not only work but to prove themselves again & again. If you always hire people with high-end experience or with high qualification degrees, you tend to miss the fun of experiments at transactional level, as I said you always need people who want to prove themselves. 

Process:

Processes are subject to improvement with changing need of business, aligning the processes to changing business is a never ending process. Today all the support functions including HR uses a word called “agile” not sure if people just use it as it looks good to use or people really make changes to live up to this word. It is very important to create a performance driven environment to drive “agile” processes. If we have ways to link end to end process delivery with performance, I am sure people will open up to work cross functions, cultures & boundaries to serve business with best in class processes. 

Technology:

Another important aspect which global organizations misses today is a platform to involve Nth level employees while buying or negotiating a technology deal with solutions providers. This makes the change more difficult as one it does not cater to basic level requirements & needs more efforts by ways of experiencing technology over the time.

Data analytics:

When you deal with organizations with the employee base of 100 K+ which has presence across global; it is a mini world of HR processes in itself. You may need external bench marking but scope is so high that you may end up doing things which are not part of scope for other companies or processes other companies may not have thought of so far. You need data to run everything be it utilization, be it efficiency at process or technology level.