人力资源转型：2025 年综合指南

在面临新的成本压力、混合工作模式和不断变化的员工期望的世界中，HR 转型比以往任何时候都更加紧迫。

为了满足 HR 发挥更具战略性作用的需求，转型可以将 HR 从以管理和任务为导向的职能提升为战略业务合作伙伴，使人才管理和员工发展与公司目标保持一致。

让我们来看看您需要了解的有关 HR 转型的所有信息。

内容什么是 HR 转型？为什么 HR 转型在企业中很重要？您何时需要 HR 转型？HR 转型的 5 个关键要素HR 转型真实企业案例1. 喜力2. 全球能源公司3. 葛兰素史克制定 HR 转型战略AIHR 如何帮助 HR 转型常见问题

什么是 HR 转型？

人力资源转型是对组织人力资源职能的全面改革，旨在推动战略增长和提高员工敬业度。一项战略计划，旨在消除传统 HR 流程中的过时做法和低效率，促进采用简化的技术驱动型解决方案。人力资源转型将始终进行，以符合业务需求。作为人力资源部门，我们不会仅仅因为想要而转型。

随着人才成为竞争优势的驱动力，人力资源转型对于成功至关重要。任何在我们赢家通吃的商业环境中不寻求新做事方式的组织都依赖于借来的时间。

通过利用高级分析、自动化和个性化方法，组织可以创建一个敏捷、数据驱动且以员工为中心的 HR 职能，以适应市场动态并培养一支更加敬业和高效的员工队伍。

为什么 HR 转型在企业中很重要？

您何时需要 HR 转型？

• 当某些迹象或挑战阻碍组织的发展、效率和整体绩效时，人力资源转型就势在必行。受效率低下、手动任务和数据差异困扰的 HR 流程清楚地表明需要转型。

• 当 HR 职能部门难以与组织的战略目标保持一致并且缺乏推动业务成功的能力时，变革是必要的。希望 HR 成为人才招聘、保留和发展战略合作伙伴的组织必须进行转型以弥合这一差距。

• 如果员工敬业度低、离职率高或员工不满意，HR 转型可以通过专注于改善员工体验、沟通和认可的策略来提供帮助。

• 面对快速的技术进步、全球化和不断变化的工作动态（如远程工作），人力资源转型对于有效适应这些转变并管理多元化和分散的员工队伍变得至关重要。

HR 转型触发因素示例

为了进一步说明这一点，让我们看一下启动 HR 转型的 3 个触发器示例：

触发器示例 1：一家跨国金融服务组织采用了联合业务模式，其业务单元更小、更灵活。HR 必须进行转型，以便在这些业务部门之间提供一致的体验，同时允许更多的战略能力与各个 BU 级别的目标保持一致。

触发器示例 2：一家全球酒店企业正在重塑品牌，以通过新的品牌主张吸引新的受众。HR 必须进行转型，以推动新的客户体验文化，并帮助企业转变为与客户合作的新方式。

触发器示例 3：一家全球物流企业，必须通过更高效的实践来降低成本。HR 必须进行转型，才能引领企业向更精简的工作方式转变，同时整合新技术以降低成本。

HR 领导者在 HR 转型中的作用

HR 领导者在 HR 转型中的作用至关重要。通过评估 HR 实践的现状、识别差距并为转型后的 HR 职能定义清晰的愿景，您可以成为变革的催化剂，指导组织完成转型过程。获得领导层的支持、分配资源和管理变更管理流程以确保顺利采用和实施也是您角色的关键部分。

人力资源领导者领导新流程、技术和战略的设计和实施，他们支持发展更具战略性和以员工为中心的人力资源职能。您传达转型价值、使其与业务目标保持一致并确保整个组织参与的能力是努力成功的基础。

HR 转型的 5 个关键要素

人力资源转型是一个多方面的过程。它包含一系列核心要素，反映了 HR 不断发展的性质及其与不断变化的业务需求的一致性。

1. 人力资源运营模式：HR 运营模式构成了 HR 职能在组织内如何运作的蓝图。它定义了 HR 团队的角色、职责和结构，并指导资源的部署。确定合适的人力资源运营模式的一种方法是彻底评估组织的规模、文化、行业和战略目标。您可以根据标准化需求、决策自主性和可扩展性等因素选择集中式、分散式或混合式模型。

2. 人力资源能力：HR 转型涉及提高 HR 专业人员的技能和能力，以符合战略目标。这包括培养战略劳动力规划、变更管理、数据分析和数字 HR 解决方案等领域的专业知识。提升和再培训 HR 员工可确保他们能够有效地应对不断变化的商业环境带来的挑战和机遇。

3. 人力资源技术：技术在 HR 转型中发挥着关键作用。它涉及集成先进的技术，例如基于云的 HR 管理系统、AI 驱动的招聘工具和分析平台，以简化流程、减少手动工作，并为数据驱动的决策提供见解。

4. 人力资源领导力和能力：HR 领导者通过设定愿景、培养创新文化以及使 HR 战略与整体业务目标保持一致来推动转型工作。有效的人力资源领导力包括监督转型，激励、沟通和参与您的员工，以确保顺利过渡和持续采用新实践。

5. 数据驱动的方法：数据驱动的决策是 HR 转型的关键。组织利用 HR 数据分析来识别趋势、模式和需要改进的领域。这种数据驱动的方法推动了人才管理战略，增强了劳动力规划，并支持员工敬业度和绩效计划。

通过密切关注新兴趋势，您可以确保组织的 HR 职能部门成为增长、敏捷性和员工满意度的战略推动力。

HR 转型真实企业案例

喜力

Heineken实施了全球 HR 解决方案，成为数据驱动型组织并增强员工体验。数字化转型旨在提供统一的 HR 方法，取代 60 多个 HR 系统。转型始于以员工为中心和以人员洞察为主导的方法。核心 HR 解决方案针对全球和本地需求进行了定制。

主要挑战是推动文化变革并让每个人都接受新方法。设计思维会议和创新计划有助于将内部见解与外部技术专业知识联系起来。新方法在上线后的 6 周内就实现了 95% 的全球用户采用率。Heineken 将这种转型视为不断升级以满足未来需求的计划的基础。

全球能源公司

一家全球能源公司确定了新任 CEO 领导下需要 HR 支持的四个关键领域，并启动了一项 HR 转型计划，以实现战略调整和文化转变。其目的是将 HR 通才提升为 HR 业务合作伙伴。

结果包括改进人才管理、领导力发展、协作和包容性。增强的 HR 分析提供了更好的人力资本洞察，使 HR 的工作与支持业务战略保持一致，并在组织中引入了 HR 的业务合作伙伴角色。

葛兰素史克

葛兰素史克 （GSK） 的人力资源运营分布在 70+ 个市场，管理 100,000+ 名员工。该企业转变了其HR 运营模式，通过技术改善员工体验，并通过标准化和自动化简化流程。

普华永道与全球人力资源转型实施合作伙伴 GSK 合作，创建了一个跨能力和地区的求解者社区，以重新构想员工体验。主要服务中心被整合到全球四个地点，并重新设计了 80 多个 HR 流程，以专注于员工体验。其结果是 GSK 内部实现了自给自足的人力资源职能，强调人才、领导力和文化，并建立在面向未来的运营模式之上。

引领人力资源转型：Dieter Veldsman 博士的 6 大经验教训

1. 明确 HR 必须转型的业务原因，以及这与目前的转型有何不同。

2. 勇敢地做出艰难的决定。让你来到这里的东西不会让你到达你需要去的地方。

3. 所有利益相关者都需要清楚地了解人力资源运营模式。具体来说，HR 必须准确了解他们在未来模型中的工作将与今天的工作有何不同。

4. 在旅程中带上业务。HR 转型是与业务部门一起完成的，而不是与业务部门一起完成的。

5. 转变不是一蹴而就的;这需要时间，而且一路上会有很多失误。

6. 庆祝小胜利。这些成功案例对于展示您的进步非常重要。

制定 HR 转型战略

有效的人力资源转型战略需要一种全面、结构化的方法，将评估、规划、利益相关者参与、技术集成和持续评估集成在一起。

通过遵循这些步骤并根据组织的具体情况进行调整，您可以驾驭 HR 转型的复杂性并确保成功。

1. 评估当前的 HR 能力

对现有的人力资源部门进行全面评估，包括流程、系统、技能和资源。这可以通过人力资源 SWOT 分析和人力资源审计来实现。该评估可以清楚地了解您当前 HR 职能的优势和劣势，从而为您的转型工作奠定基础。

2. 识别痛点

确定 HR 流程的痛点和挑战。这些因素可能包括效率低下、系统过时或 HR 实践与员工需求不匹配。精确定位这些痛点使您能够将转型工作集中在对组织及其员工影响最大的领域。

3. 制定 HR 转型路线图

根据您的评估，制定详细的路线图或HR 转型项目计划，其中概述了优先事项、要进行的具体更改、时间表、所需资源和关键里程碑。

Lewin 的变革管理模型是一个三阶段框架，为管理组织变革提供了一种结构化的方法，其整合可能很有价值。另一个有用的资源是Kotter 的 8 步变革模型。这些将帮助您指导规划过程，并确保采用结构化方法来更改实施。

4.获得领导层的支持

通过清楚地传达 HR 转型在节省成本、提高效率和战略一致性方面的价值和影响，获得高层管理人员的支持。使您的消息传递与组织的整体业务目标保持一致，并展示 HR 转型如何促进长期成功。

5.利用数据进行决策

利用数据分析为您的战略制定提供信息。分析HR 效率、员工绩效指标、离职率和其他相关数据，以指导决策，并使转型工作与切实成果保持一致。

6.咨询外部专家

考虑聘请外部顾问或具有 HR 转型专业知识的顾问。他们的见解、最佳实践和外部观点可以为您的战略制定和实施计划增加价值。

7. 制定变更管理策略

认识到 HR 转型代表着一项重大变化，影响着 HR 部门以外的利益相关者。制定稳健的变更管理策略，解决阻力、沟通和过渡计划，确保顺利采用新实践。

8. 采用正确的技术

选择符合您的转型目标并且可以与您现有系统无缝集成的技术解决方案。无论是实施HRIS 系统、人才管理平台还是高级分析工具，技术都应该有效地支持您的转型工作。

9. 提升您的人力资源团队技能

确定 HR 团队内部的技能和知识差距。提供培训和发展机会，让他们掌握转型后的 HR 职能所需的技能，例如HR 业务合作伙伴技能、数字 HR 技能和数据素养。

10. 建立持续评估

将持续评估纳入您的策略，以根据定义的指标和目标监控进度。通过定期评估，您可以确定需要改进的领域，根据需要调整策略，并确保转型始终如一地提供预期的结果。

AIHR 如何帮助 HR 转型

培养成功实现 HR 转型的技能

AIHR 与您合作，确定执行 HR 转型战略所需的能力，并通过我们的自定进度学习体验和数字平台帮助您发展团队。

当您将员工调动到不同的角色或执行不同的活动时，您的 HR 团队必须培养成功所需的技能。AIHR 通过为您的 HR 专业人员大规模创建学习旅程和发展路径来协助培养这些技能。这些发展旅程使您的 HRBP 和其他 HR 专业人员能够实现业务战略。

基于整体 T 形能力图，我们帮助您确定所需的关键能力。然后，我们开发角色来映射学习旅程，以大规模发展所需的技能。我们还通过强大的实施计划协助您确保成功实施学习。实施后，我们的学习顾问会为您提供不同的互动活动、工作作业和社交学习策略的建议，您可以使用这些策略来提高学习的吸引力、推动采用并营造社区意识。

人力资源转型咨询服务

AIHR 还可以在您的转型之旅中为您提供帮助。我们首先了解您作为 HR 组织目前所处的位置，并从各个利益相关者那里收集有关 HR 如何优化价值的反馈。根据这些输入，我们构建了转型的商业案例。

然后，我们与您合作，使您的转型目标与您的业务和人力资源战略保持一致。这是通过与核心设计团队举办的一系列研讨会来完成的，这使我们能够就重点、优先事项和如何交付价值做出关键决策。作为战略制定过程的一部分，我们还确定了必须随着时间的推移进行监控的高级关键绩效指标，以确保战略提供预期的业务成果。

在我们的战略会议之后，我们共同确定哪种人力资源运营模式蓝图最适合执行您的转型目标。然后，我们通过我们的 HR Navigator 帮助您开发能力模型。

在我们的初始研讨会中，我们将与您会面，了解您的人力资源战略/重点领域、结构/角色以及开发导航流程的任何其他相关背景。我们将共同设计学习者角色，并将相关能力档案映射到您的结构。然后，我们构建学习路径并帮助制定实施计划，为您的成功之旅做好准备。

在整个旅程中，AIHR 支持和指导您交付价值，作为转型目标的一部分。我们帮助您的 HR 团队掌握所需的技能，并在管理层中培养学习文化，从而巩固 HR 组织的技能发展，从而为成功做好准备。

关键要点

组织正在接受 HR 转型，将 HR 从管理角色提升为战略合作伙伴，并使人才管理与业务目标保持一致。其目的是通过技术驱动的解决方案消除过时的 HR 实践和低效率，从而推动增长和员工敬业度。随着竞争的加剧，HR 转型成为成功不可或缺的一部分，使组织能够创新并保持竞争力。

HR 转型会影响服务交付、效率、角色清晰度和员工体验。高离职率和员工的不满情绪要求进行转型，以改善沟通和认可。面对快速的技术进步和远程工作等全球变化，HR 转型对于适应和管理多元化的员工队伍至关重要。

HR 领导者在评估当前实践、获得支持、管理变革以及使转型与业务目标保持一致方面发挥着至关重要的作用。HR 转型是在瞬息万变的商业环境中实现战略增长和员工敬业度的关键。

常见问题

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在过去的2024年我们先后加入了中国湖北省楚商联合会、世界发明家协会联合会【IFIA】并确立了将征贤令打造成中国首家泛国际人才招聘平台（AI英、韩、日、法、德......等语言平台及APP适时将上线。国际HRD(HR)联盟同步发起中）且未来服务于全球200余国家几十亿用户的宏伟目标，截止2024年12月31号我们已得到联合国科技委WDTA理事长回覆2025欢迎韵通科技和征贤令加盟联合国科技委WDTA等合作、2025起将与国际院士联合体开展合作及或将参与FCPAE欧洲论坛等活动合作并助力国际人才交流与合作，进而推动科技创新、带动就业，以服务全球经济建设和促进跨国间友好合作共创美好未来。进而更好地服务于全球各国用户。

IFIA中文全称:世界发明家协会联合会，总部分别位于瑞士日内瓦和美国旧金山，2024年2月经IFIA第47届全球执委会审议通过上海韵通信息科技有限公司【征贤令】加入其组织，详见IFIA官网公示：

https://www.ifia.com/ifia-47th-executive-committee-meeting-held-on-feb-2024/

本公司旗下招聘平台将于2025年2月1日起正式启动收费服务，详情参阅：

https://mp.weixin.qq.com/s/YmOxE1snwAAvskZgwm5RxA

当前我们正面向国际组织高层次人才线上线下专场招聘会，活动详见征贤令®国际高层次人才招聘活动行程计划公众号推文：

https://mp.weixin.qq.com/s/UGfNhxHRoIs1KZF7Thsfxg

征贤令®常年面向全球大量招聘海外高层次人才及创新人才，详见公众号介绍：

https://mp.weixin.qq.com/s/8YaCD8xaXiDeC93a1foUKQ

关于创立发起国际HRD（HR）联盟邀请函，详见公众号介绍：https://mp.weixin.qq.com/s/fdg6QB82KAJCeTi0VZVZKQ

以上欢迎全球各国用人单位HR、高校及科研院所负责人、学术负责人、青年博士/博士后/院士等人才与我们联络或注册加入我们平台，我们所募集的人才将优先推荐至中国国内或全球各大高校科研院所等单位工作。

同时面向全球常年招募各行业科技创新项目、海外优青、QM/HJ计划等符合条件的各类高层次人才全国各省市直推，欢迎意者申报人才欢迎扫描下方二维码与我们联络或将简历等资料通过邮件发送至hr@zhengxianling.com！

微信搜索并关注公众号：征贤令，获取更多资讯

In a world with new cost pressures, hybrid work models, and ever-evolving employee expectations, HR transformation is more urgent now than ever.

In response to the demand for HR to play a more strategic role, transformation can elevate HR from an administrative and task-oriented function to a strategic business partner that aligns talent management and workforce development with the company’s goals.

Let’s take a look at all you need to know about HR transformation.

ContentsWhat is HR transformation?Why is HR transformation important in the business?When do you need HR transformation?5 key elements of HR transformationHR transformation real company examples1. Heineken2. Global energy company3. GlaxoSmithKlineDeveloping an HR transformation strategyHow AIHR can help with HR transformationFAQs

What is HR transformation?

HR transformation is a comprehensive overhaul of an organization’s Human Resources function, aimed at driving strategic growth and enhancingemployee engagement. A strategic initiative designed to eliminate outdated practices and inefficiencies within traditional HR processes, prompting the adoption of streamlined, technology-driven solutions. An HR transformation will always take place to align with the business needs. As HR we don’t simply transform just because we want to.

As talent becomes the driver of competitive advantage, HR transformation is critical for success. Any organization not seeking new ways of doing things in our winner-takes-all business environment lives on borrowed time.

By leveraging advanced analytics, automation, and personalized approaches, organizations can create an agile, data-driven, and employee-focused HR function that adapts to market dynamics and fosters a more engaged and productive workforce.

Why is HR transformation important in the business?

When do you need HR transformation?

• HR transformation becomes imperative when certain signs or challenges hinder an organization’s growth, efficiency, and overall performance. HR processes plagued by inefficiencies, manual tasks, and data discrepancies clearly indicate that transformation is needed.

• Change is warranted when the HR function struggles to align with the organization’s strategic objectives and lacks the capability to drive business success. Organizations that want HR to be a strategic partner in talent acquisition, retention, and development must undergo transformation to bridge this gap.

• If there’s a lack of employee engagement, high turnover rates, or dissatisfaction within the workforce, HR transformation can help by focusing on strategies that improve employee experience, communication, and recognition.

• When faced with rapid technological advancements, globalization, and changing work dynamics such as remote work, HR transformation becomes essential to adapt to these shifts effectively and manage a diverse and dispersed workforce.

Examples of HR transformation triggers

To illustrate this further, let’s look at 3 examples of triggers that initiated an HR Transformation:

Trigger example 1:A multi-national financial services organization adopted a federated business model with smaller, more nimble business units. HR had to transform to deliver a consistent experience across these business units while allowing for more strategic capacity to align with individual BU-level goals.

Trigger example 2:A global hospitality business was rebranding to attract a new audience through a new brand proposition. HR had to transform to drive a new customer experience culture and help the business shift to a new way of working with clients.

Trigger example 3:A global logistics business that had to cut costs through more efficient practices. HR had to transform to lead the move towards a leaner way of work while integrating new technologies to drive down costs.

The role of HR leaders in HR transformation

The role of HR leaders in HR transformation is pivotal. By assessing the current state of HR practices, identifying gaps, and defining a clear vision for the transformed HR function, you act as a catalyst for change, guiding the organization through the transformation process. Securing leadership buy-in, allocating resources, and managing the change management process to ensure smooth adoption and implementation is also a crucial part of your role.

HR leaders lead the design and implementation of new processes, technologies, and strategies, and they champion the development of a more strategic and employee-focused HR function. Your ability to communicate the value of transformation, align it with business objectives, and ensure that the entire organization is on board is fundamental to the success of the endeavor.

5 key elements of HR transformation

HR transformation is a multifaceted process. It encompasses a range of core elements, reflecting the evolving nature of HR and its alignment with changing business needs.

1. HR operating model:TheHR operating modelforms the blueprint for how HR functions operate within an organization. It defines the roles, responsibilities, and structure of HR teams and guides the deployment of resources. One way to determine the suitable HR operating model is to thoroughly assess your organization’s size, culture, industry, and strategic goals. You may choose centralized, decentralized, or hybrid models based on factors like the need for standardization, decision-making autonomy, and scalability.

2. HR capabilities:HR transformation involves enhancing HR professionals’ skill sets and competencies to align with strategic objectives. This includes fostering expertise in areas like strategic workforce planning, change management, data analytics, and digital HR solutions. Upskilling and reskilling HR staff ensures they can effectively navigate the challenges and opportunities of the changing business environment.

3. HR tech:Technology plays a pivotal role in HR transformation. It involves integrating advanced technologies – like cloud-based HR management systems, AI-powered recruitment tools, and analytics platforms – to streamline processes, reduce manual effort, and provide insights for data-driven decision-making.

4. HR leadership and capabilities:HR leaders drive transformation efforts by setting the vision, fostering a culture of innovation, and aligning HR strategies with overall business goals. Effective HR leadership involves overseeing the transformation and inspiring, communicating, and engaging with your workforce to ensure a smooth transition and sustained adoption of new practices.

5. Data-driven approach:Data-driven decision-making is pivotal in HR transformation. Organizations harness HR data analytics to identify trends, patterns, and areas for improvement. This data-driven approach drives talent management strategies, enhances workforce planning, and supports employee engagement and performance initiatives.

By staying attuned to emerging trends, you can ensure that your organization’s HR function is a strategic enabler of growth, agility, andemployee satisfaction.

HR transformation real company examples

Heineken

Heinekenimplemented a global HR solution to become a data-driven organization and enhance employee experience. Thedigital transformationaimed to provide a uniform HR approach, replacing over 60 HR systems. The transformation started with an employee-centric and people-insights-led approach. The core HR solution was customized for global and local needs.

The main challenge was driving cultural change and getting everyone to embrace the new approach.Design thinkingsessions and innovation initiatives helped bridge internal insights with external technical expertise. The new approach achieved a 95% global user adoption rate within six weeks of going live. Heineken views this transformation as a foundation for plans to continuously upgrade to meet future demands.

Global energy company

Aglobal energy companyidentified four key areas for HR support under a new CEO and launched an HR transformation initiative for strategic alignment and cultural shift. The aim was to elevate HR generalists to HR business partners.

The results include improved talent management, leadership development, collaboration, and inclusion. Enhanced HR analytics have provided better human capital insights, aligning HR’s work to support business strategy and introducing its HR’s business partner role in the organization.

GlaxoSmithKline

GlaxoSmithKline (GSK) HR operations were spread across 70+ markets, managing 100,000+ people. The enterprise transformed itsHR operating modelto improve employee experience via technology and streamline processes through standardization and automation.

PwC partnered with GSK as the global HR transformation implementation partner, creating a community of solvers across capabilities and territories to reimagine the employee experience. Main service centers were consolidated into four locations globally, and over 80 HR processes were redesigned to focus on employee experience. The result is a self-sufficient HR function within GSK, emphasizing talent, leadership, and culture and built on a future-proofed operating model.

Leading HR transformations: Dr. Dieter Veldsman’s 6 top lessons

1. Be clear about the business reason why HR has to transform and how this is different than what is in place today.

2. Be courageous in making difficult decisions. What got you here won’t get you where you need to go.

3. The HR operating model needs to be clearly understood by all stakeholders. Specifically, HR must understand precisely how their jobs in the future model will differ from today.

4. Bring business along on the journey. Transforming HR is done with the business, nottothe business.

5. Transformation does not happen overnight; it takes time, and there will be many missteps along the way.

6. Celebrate the small victories. These success stories are important to show your progress.

Developing an HR transformation strategy

An effective HR transformation strategy requires a comprehensive and structured approach that integrates assessment, planning, stakeholder engagement, technology integration, and ongoing evaluation.

By following these steps and adapting them to your organization’s specific context, you can navigate the complexities of HR transformation and ensure success.

1. Assess current HR capabilities

Conduct a thorough assessment of the existing HR department, including processes, systems, skills, and resources. This can be achieved through anHR SWOT analysisand anHR audit. This assessment provides a clear understanding of the strengths and weaknesses of your current HR function, forming the basis for your transformation efforts.

2. Identify pain points

Identify your HR processes’ pain points and challenges. These could include inefficiencies, outdated systems, or mismatches between HR practices and employee needs. Pinpointing these pain points enables you to focus your transformation efforts on areas that will most impact the organization and its workforce.

3. Create an HR transformation roadmap

Based on your assessment, develop a detailed roadmap or anHR transformation project planthat outlines the priorities, specific changes to be made, timelines, required resources, and key milestones.

Lewin’s Change Management Model, a three-stage framework that provides a structured approach to managing organizational change, can be valuable to incorporate. Another helpful resource isKotter’s 8-Step Change Model. These will help you guide the planning process and ensure a structured approach to change implementation.

4.Secure leadership buy-in

Obtain buy-in from top executives by clearly communicating the value and impact of HR transformation in terms of cost-savings, increased efficiency, and strategic alignment. Align your messaging with the organization’s overall business goals and showcase how HR transformation contributes to long-term success.

5.Utilize data for decision-making

Leverage data analytics to inform your strategy development. AnalyzeHR effectiveness, employee performance metrics, turnover rates, and other relevant data to guide decision-making and align your transformation efforts with tangible outcomes.

6.Consult external experts

Consider engaging external consultants or advisors with expertise in HR transformation. Their insights, best practices, and external perspectives can add value to your strategy development and implementation plan.

7. Develop a change management strategy

Recognize that HR transformation represents a significant change, affecting stakeholders beyond the HR department. Develop a robust change management strategy that addresses resistance, communication, and transition plans, ensuring a smooth adoption of new practices.

8. Adopt the right technology

Select technology solutions that align with your transformation goals and can integrate seamlessly with your existing systems. Whether it’s implementingHRIS systems,talent management platform, or advanced analytics tools, technology should support your transformation efforts effectively.

9. Upskill your HR team

Identify the skills and knowledge gaps within your HR team. Provide training and development opportunities to equip them with the skills required for the transformed HR function, such asHR business partner skills,digital HR skills, anddata literacy.

10. Build continuous evaluation

Incorporate continuous evaluation into your strategy to monitor progress against defined metrics and objectives. Regular assessments allow you to identify areas for improvement, adjust strategies as needed, and ensure that the transformation consistently delivers desired outcomes.

How AIHR can help with HR transformation

Developing the skills for a successful HR transformation

AIHR works with you to determine the capabilities you need to execute your HR transformation strategy and helps to develop your teams through our self-paced learning experience and digital platform.

As you move people into different roles or perform different activities, your HR teams must develop the skills to succeed. AIHR assists in developing these skills by creating learning journeys and development paths at scale for your HR professionals. These development journeys enable your HRBPs and other HR professionals to deliver on the business strategy.

Based on a holistic T-shaped capability map, we help you identify the critical capabilities needed. We then develop personas to map learning journeys to develop the skills needed at scale. We also assist you in ensuring learning is successfully implemented with a robust implementation plan. Post implementation, our learning consultants advise you on different interactive activities, work assignments, and social learning strategies you can use to make the learning more engaging, drive adoption, and create a sense of community.

HR transformation advisory services

AIHR can also help you along your transformation journey. We start by understanding where you are currently as an HR organization and gathering feedback from various stakeholders on how HR can optimize value. Based on these inputs, we build a business case for transformation.

We then work with you on aligning your transformation goals to your Business and HR Strategy. This is done through a series of workshops with a core design team that enables us to make critical decisions regarding focus, priorities, and how value will be delivered. As part of the strategy development process, we also identify the high-level key performance indicators that must be monitored over time to ensure that the strategy delivers the desired business results.

Post our strategy sessions, we work together to determine which HR Operating Model Blueprint will fit best to execute your transformation goals and objectives. We then help you develop a Capability Model through our HR Navigator.

In our initial workshop, we will meet with you to understand your HR strategy/focus areas, the structure/roles, and any other relevant context to develop the navigator process. Together, we will co-design learner personas and map the relevant competency profiles to your structure. We then build the learning paths and help with the implementation plan to set up your journey for success.

Throughout the journey, AIHR supports and guides you to deliver value as part of your transformation goals. We help set your HR teams up for success with the skills required to deliver and develop a learning culture across management that entrenches skill development in your HR organization.

Key takeaway

Organizations are embracing HR transformation to elevate HR from an administrative role to a strategic partner and align talent management with business goals. The aim is to drive growth and employee engagement by eliminating outdated HR practices and inefficiencies with technology-driven solutions. As competition intensifies, HR transformation becomes indispensable for success, enabling organizations to innovate and stay competitive.

HR transformation impacts service delivery, efficiency, role clarity, and employee experience. High turnover rates and employee dissatisfaction call for a transformation to improve communication and recognition. In the face of rapid technological advancements and global changes like remote work, HR transformation is essential to adapt and manage a diverse workforce.

HR leaders play an essential role in evaluating current practices, securing buy-in, managing change, and aligning transformation with business goals. HR transformation is the key to unlocking strategic growth and employee engagement in a rapidly changing business environment.

FAQs

About Zhengxianling - China's First Pan - International Talent Recruitment Platform

Zhengxianling is developed and operated by Shanghai Yuntong Information Technology Co., Ltd. The company mainly provides international services such as talent job - hunting and recruitment, recruitment and introduction of high - level talents/scientific and technological innovation talents [including Nobel laureates, academician workstations, Overseas Excellent Young Scientists, QM/HJ programs, online and offline job fairs, campus recruitment, social recruitment, online recruitment, headhunting, etc.], academic exchanges, and software development. In due course, we will launch AI - enabled language platforms and APPs in English, Korean, Japanese, French, German, etc. to meet the needs of global users. Up to now, the company has established communication channels with national ministries and commissions such as the Ministry of Human Resources and Social Security and the Ministry of Science and Technology, talent offices of the Organization Departments of some provincial and municipal Party committees, departments of human resources and social security, industry and information technology, science and technology, trade unions, chambers of commerce, academic societies, associations, 985 and 211 universities in major regions across the country, some corporate HR departments, the International Academy of Sciences Consortium, the World Digital Trade Alliance (WDTA) under the United Nations Science and Technology Commission, and some international institutions and QS World University Top 100 universities (MIT, University of Oxford, University of Melbourne...) in countries such as Russia, Japan, South Korea, Singapore, New Zealand, Australia, the Netherlands, Germany, the United Kingdom, France, the United States, and Canada.

The service items are as follows:
A. Recruitment and introduction of international high - level/scientific and technological innovation talents (doctors, post - doctors, academicians) (through online and offline job fairs, campus recruitment, social recruitment, online recruitment, headhunting, etc.), overseas enterprise study tours, academic exchanges, and software development.
B. Operation of Zhengxianling® (the talent types on the platform and official WeChat account are not limited).

Service - supported Regions

China, South Korea, Japan, Russia, Singapore, New Zealand, Australia, the Netherlands, Germany, France, the United Kingdom, Hungary, Italy, the United States, Canada, etc. (covering more than 100 countries and regions).

Main Service Content

Online and offline special high - level talent recruitment fairs for cities, parks, and employers; scientific and technological innovation talent - introduction activities [project solicitation, screening, roadshows... implementation, etc.]; investment promotion; academic exchange conferences; online job - hunting and recruitment; and offline services are available in the above - mentioned designated countries.

In 2024, we joined the Hubei Chushang Federation in China and the World Federation of Inventors' Associations (IFIA). We have established the grand goal of building Zhengxianling into China's first pan - international talent recruitment platform (AI - enabled language platforms and APPs in English, Korean, Japanese, French, German, etc. will be launched in due course. The International HRD (HR) Alliance is being launched simultaneously), and serving billions of users in more than 200 countries around the world in the future. As of December 31, 2024, we have received a reply from the President of the WDTA of the United Nations Science and Technology Commission, welcoming Yuntong Technology and Zhengxianling to join the WDTA of the United Nations Science and Technology Commission in 2025. From 2025, we will cooperate with the International Academy of Sciences Consortium and may participate in activities such as the FCPAE European Forum to promote international talent exchanges and cooperation, thus promoting scientific and technological innovation, driving employment, and contributing to global economic construction and promoting friendly cross - border cooperation to create a better future. This will enable us to better serve users from all over the world.

The Chinese full - name of IFIA is the World Federation of Inventors' Associations. Its headquarters are located in Geneva, Switzerland, and San Francisco, the United States. In February 2024, after being reviewed and approved by the 47th Global Executive Committee of IFIA, Shanghai Yuntong Information Technology Co., Ltd. [Zhengxianling] joined the organization. For details, please refer to the official IFIA website announcement:
https://www.ifia.com/ifia-47th-executive-committee-meeting-held-on-feb-2024/

The recruitment platform under our company will officially launch paid services on February 1, 2025. For details, please refer to:
https://mp.weixin.qq.com/s/YmOxE1snwAAvskZgwm5RxA

Currently, we are organizing online and offline special high - level talent recruitment fairs for international organizations. For details of the activities, please refer to the official WeChat account of Zhengxianling®'s International High - level Talent Recruitment Activity Schedule:
https://mp.weixin.qq.com/s/UGfNhxHRoIs1KZF7Thsfxg

Zhengxianling® is constantly recruiting a large number of overseas high - level and innovative talents globally. For details, please refer to the official WeChat account introduction:
https://mp.weixin.qq.com/s/8YaCD8xaXiDeC93a1foUKQ

For the invitation letter to establish and launch the International HRD (HR) Alliance, please refer to the official WeChat account introduction:

https://mp.weixin.qq.com/s/fdg6QB82KAJCeTi0VZVZKQ

We welcome HRs of employers from all over the world, leaders of universities and scientific research institutions, academic leaders, and talents such as young doctors, post - doctors, and academicians to contact us or register to join our platform. The talents we recruit will be preferentially recommended to work in domestic or global universities, scientific research institutions, and other units.

At the same time, we are constantly soliciting scientific and technological innovation projects from various industries globally, as well as high - level talents who meet the requirements such as Overseas Excellent Young Scientists and QM/HJ programs, and directly recommending them to various provinces and cities in China. Those who are interested are welcome to apply. Please scan the QR code below to contact us or send your resume and other materials to hr@zhengxianling.com!

Search and follow the official WeChat account: Zhengxianling to get more information.