Traditionally, HR and finance departments have depended on bespoke internal software and solutions to optimise employee administration. Finance Director Europe speaks to Michael Custers at NGA HR about how the company plans to build a culture of more streamlined and efficient digital strategies to bring the two departments closer together.
Transitioning to shared services can help HR organizations transform into more strategic functions that provide maximum value to the business. Part 1 of this post discussed the first of four key insights into this process, the importance of successfully building expectations and an appreciation for shared services with stakeholders throughout the business. Part 2 covered the need to integrate implementation of the entire shared services model rather than individual components in isolation. In Part 3, we explored how to find the delicate balance between a global service model and loca
Transitioning to shared services can help HR organizations transform into more strategic functions that provide maximum value to the business. NorthgateArinso’s experiences with a varied client base provide critical insights into how to approach the transition to shared services most effectively. Four of those key insights include the following:
1. Think business
2. Consider the entire HR service model
3. Balance the global service model with local requirements
4. Manage the HR shared services talent