Standardizing existing HR processes is a common goal for many global organizations. It has many advantages including cost reduction, easier reporting and increased visibility and transparency on HR processes. In many cases, this standardization is accompanied by the implementation of a new HR system or HR outsourcing project, and in some cases, both.
The ability of an organization to establish standardized processes depends on several main factors:
It’s now 18 years since Dave Ulrich published his classic book on Human Resource Management (Human Resource Champions). A generation of HR professionals used the ‘Ulrich model’ as the basis for transforming their HR functions, based on the idea of separating the HR policy making, administration and business partner roles.
Last week we hosted our European Influencer Summit from our Granada Delivery Center in southern Spain, and it reminded me why it should be mandatory for all organizations who are considering HR or Payroll Outsourcing to visit such a center. For most analysts and advisors this visit into a large-scale HR Outsourcing center was very rare, however we often talk about such centers in the abstract of RFP’s and PowerPoint presentations.