People-centric HR transformation unlocks the employee experience
of HR teams believe they deliver an exemplary employee experience.
of HR leaders say we’re in a candidate-driven market.
of executives invest in HR agility but struggle to sustain it.
of organizations plan to redesign their HR function for greater impact in 2022.
of executives believe that automated HR processes create a disconnect between HR and the business.
HR strategy challenges
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Your HR function isn’t directly aligned to your business strategy.
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HR is not perceived as delivering real value to candidates, employees, leadership and your board
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Your organization struggles to improve HR touchpoints and practices.
In the future of work, it’s time for TIM
Over the past few decades, the predominant HR model was designed around the perspective and perceptions of the HR organization, and its primary purpose was to address leaders’ laser focus on business efficiency and cost savings. Out of this philosophy emerged the trinity of HR business partners, centers of excellence and shared services. But this prevalent three-pillar HR operating model not only failed to achieve the desired cost benefit; it also created a fractured candidate and employee experience.
In today’s work environment — and to be agile and ready to adapt to the future of work — organizations need to refocus their HR transformation on interactions — choosing a Target Interaction Model (TIM) approach before designing the target operating model (TOM). Our TIM approach uses a multidimensional and people-centric HR transformation philosophy and methodology that grants the HR function greater responsibility than ever before, placing it at the table with the C-suite to create the organization’s people strategy.
Successful HR strategy centers around people, not org charts
It’s time for HR to shape the future of work by providing relevant advice and services that directly align with and support your organization’s business and people strategies. The right HR transformation drives the organizational strategy and people priorities, and it contributes true business value.
Mercer’s HR transformation approach uses the TIM model to found the future organization around the employee experience and the business strategy, leveraging HR into a true people-centered function. TIM places a premium on exceptional personal and digital touchpoints, with employee satisfaction as the key success metric.
By emphasizing the employee experience, building on end users’ needs (including the C-suite's), HR’s future-ready design can benefit the entire organization, introduce a better way of working and boost employee engagement.
Target Interaction Model (exemplary)
Transforming HR
Organizations with an integrated strategy, both within the business and across HR, are more effective: High-growth firms are four times more likely to have an integrated people strategy.
Four dimensions of successful HR transformation
Shaping HR strategies for the future
HR Accelerator
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HR vision and strategy roadmap
Create a clear future vision to describe and execute your HR strategy that can transform your HR content, processes, organization and technology -
HR process (re-)design, automation and radical simplification
Create an exceptional employee experience around moments that matter by carefully examining employees’ expectations and interactions with HR and by streamlining and simplifying processes
HR roles: Trending toward the employee experience
- HR strategic advisors provide insights to senior executives on how the workforce supports the business strategy.
- Collaboration experts facilitate the flow of information, skills and capabilities between workforce populations, helping employees adapt to change.
- Employee experience designers create intuitive touchpoints and user journeys, often for specific personas, such as new hires or business/function groups.
- Center-of-excellence experts design the global talent philosophy in partnership with the C-suite.
- Center-of-competence experts execute HR processes, such as talent acquisition or mobility, in alignment with geographies or business lines.
- HR business partners operate in a micro-environment to support the HR operational needs of a pivotal people leader.
- HR shared service consultants handle exceptional cases and special requests that extend beyond digital and automated capabilities.
Ready to start your HR transformation journey?
Mercer’s HR transformation framework
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Embark
- Lead with a point of view and hypothesis.
- Agree on a vision of the future state.
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Discover
- Provide a basis for transformation through insights and benchmarks.
- Clearly articulate the change management journey.
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Shape
- Create bold solutions with measurable outcomes toward the future-state vision.
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Drive
- Deliver sustainable value
- Bake the HR transformation into the fabric of the organization.
