Plan and design meticulously to create an HRSS model that drives success.
HR shared services (HRSS) design and implementation is time consuming and resource intensive because it requires a customized approach to align with organizational needs.
Many organizations expect ROI sooner than what is realistically accomplishable, which leads to taking shortcuts instead of following best practices and limits the impact of HRSS.
Moving to an HRSS model is a large-scale change for employees both within and external to HR. Change saturation and high workloads for change leaders and agents hinder effective change management practices, resulting in HRSS implementation falling short.
An effective HRSS model not only boosts HR efficiency and effectiveness but also catalyzes organizational success through improved employee experience, productivity, and cost optimization. Achieving these benefits hinges on more than just process efficiency and change management; it also requires a balanced focus on organizational needs and end-user experience.
Impact & Result
By following a detailed planning process to create an HRSS model that is tailored to the organization’s unique needs and objectives, the organization will optimize costs by standardizing and centralizing processes.
Additionally, by centralizing routine tasks within an HRSS model, HR roles will be enabled to focus on strategic, organizational priorities, increasing HR’s effectiveness and in turn benefiting workforce productivity.
Research & Tools
1. Assess the need and set objectives
Define the rationale, goals, and scope of HRSS by analyzing internal and external data and engaging key players.