Increasingly critical performance issues for the HR function
HR under pressure to achieve specific results
Only 30% of companies apply to the Human Resources function the cost-tracking and quality improvement techniques which are generally required for other areas!
Source: Markess I. 2013 study
The HR function lies at the heart of organizational transformation projects and is now required to contribute to the business’s overall performance. Engaging with the added-value aspects of the role – monitoring and managing human capital – is a challenge when two thirds of the time available is taken up with administrative tasks.
Alongside its traditional roles, the HR function – like other departments – now has to engage in performance measurement, cost assessment and ROI calculations for any investment. HR departments now have to justify the cost of the HR function to explain the need for changes, prioritize decision-making and align themselves with market changes.
HR performance includes not only human but also organizational and technical aspects. While people need appropriate tools to improve productivity, these can only be effectively implemented in a framework of both optimized processes and an appropriate organizational structure. Therefore, improving the performance of the HR function requires a multidimensional approach that includes working on tools, management processes, flows and the organization of the HR function and its contributors.
Harmonizing practices, automating HR processes based on an overall vision, reorganizing the HR function, creating shared service centres (SSC) and outsourcing are the areas of improvement most frequently targeted by HR departments aiming to optimize HR performance.
Sopra HR is committed to creating new generations of HR solutions that offer enhanced information and business intelligence to improve service levels and streamline processing times.