REINVENTING HR: WHERE TO BEGIN

Today’s HR

functions aren’t

keeping up with

the evolving needs

of the business

they support—or

the pace of

change itself.

MISALIGNED WITH THE BUSINESS: SUB-PAR PERFORMANCE:

feel HR is delivering “excellent” service.

In contrast, 60% believe HR is doing—at best—an adequate job.

of Canadian business and HR leaders surveyed feel HR is failing to deliver programs aligned with the business needs.

40% 60% 7%

of Canadian business and HR leaders feel reinventing HR is a critical issue.81%feel their organizations is at least somewhat ready to address the challenge.77%

CAUTION: INVEST WISELY

Organizations must ensure these investments are used to drive meaningful HR transformation—not just prop up the status quo.

REINVENTING HR: WHERE TO BEGIN

Human Capital Trends 2015

REINVENTING HR

62% of firms surveyed plan to boost HR spending in the next 12 to 18 months.

Reinventing HR will take a sizeable investment.

RETHINK HR’S SERVICE MODELThe “new” HR should understand your business strategy and priorities, then anticipate needs to embrace technology, talent analytics and other new tools that support the organization’s goals.

RESET HR'S CORE IMPACT WITH NEW RESPONSIBILITIES These should anticipate business needs and deliver business outcomes through leaders and people.

SHED NON-CORE RESPONSIBILITIESThese include many of the traditional, transactional activities too many HR teams still cling to. Simplify, automate and enforce self-service using technology and shared services.

INVEST IN TRAINING PEOPLE TO BE ADVISORS, NOT JUST SERVICE PROVIDERS The new HR demands high performers who anticipate needs, understand business drivers and embrace technology, workforce analytics and other new tools to support the business.

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Why have Canadian organizations been slow to reinvent?• Investments needed to transform HR aren’t being made.

• Leaders don’t have examples of high- strategic, well-aligned HR models.

• HR teams are unwilling—or unable—to take the difficult but necessary steps needed to move away from old models and embrace new ideas and approaches.

HR wants to be seen as a

trusted, strategic advisor that’s vital to the success of the business.

To do that, HR needs to

radically reinvent itself, transforming the services it offers and how they’re delivered.

Today’s HR

functions aren’t

keeping up with

the evolving needs

of the businesses

they support—

or the pace of

change itself.

MISALIGNED WITH THE BUSINESS: SUBPAR PERFORMANCE:

feel HR is delivering “excellent” service.

in contrast, believe HR is doing—at best—an adequate job.

of Canadian business and HR leaders surveyed feel HR is failing to deliver programs aligned with business needs.

40% 60% 7%

Learn more: deloitte.ca/hctrends2015