BCG Study: The Future of HR (In Europe)

This is an excellent article by Boston Consulting Group (BCG) and the European Association for Personnel Management, on the key challenges of HR though 2015.
Although the research is based on collection of data from European executives, I have a feeling that most of the findings are probably applicable for many other countries as well.

Of 17 HR topics assessed, five were identified as the major challenges for HR for 2010-2015: Managing Talent, Managing Demographics, Becoming a Learning Organization, Managing Work-Life Balance and Manging Change and Cultural Transformation.

The article sheds light on some the major challenges identified by executives on each of these five topics, as well as points as additional challenges if HR for the next decade.

The article:
http://www.eapm.org/bcg.pdf

The Accenture Human Capital Development Framework

Accenture's article titled "How to Boost Your Workforce Performance ROI" introduces a diagnostic tool that provides a link between human capital development practices and total shareholder return.

The Accenture Human Capital Development Framework is an analytical, measurement and planning tool that enables an organization to identify and measure the human capital factors that affect organizational performance.

This is a "balanced scorecard-type" model in that it proposes a link between business results and underlying processes and capabilities.

The article:
http://www.accenture.com/NR/rdonlyres/4609EF3D-17B2-4555-86F1-736B6CCAEF66/0/summary_hp.pdf

Deloitte: HR Tranformation

An excellent white paper by Deloitte provides an overview of the trends in HR transformation over the last decade (1st Generation HR Transformation) and looking forward to the next years and new challenges (2nd Generation HR Transformation).

Excerpts:
First Generation HR Transformation delivered many structural and operational breakthroughs that can provide a foundation for helping to improve efficiency, service quality, consistency, and costs.

First Generation HR Transformation produced a delivery model for HR services that can serve as a strong foundation for Next Generation HR transformation.

Next Generation HR Transformation will be much more business focused — building the HR solutions and capabilities needed to help the company in its efforts to achieve its most critical goals.

In the end, HR’s contribution to the company will not be measured by its administrative efficiency, but by how well it enables the business strategy and optimises workforce performance. That’s what the Next Generation of HR Transformation is all about.


http://www.deloitte.com/dtt/cda/doc/content/us_consulting_hc_globalhrtransformation_whitepaper_020806.pdf

Top Executives: People Issues Are Strategic, But HR Not Addressing Them

“Aligned at the Top,” a new global study conducted by Deloitte Touche Tohmatsu and the Economist Intelligence Unit (EIU), reveals that while executives and HR leaders both view people as an issue of strategic importance, there is also an increasing tension between company needs and HR's ability to deliver.
The study, which surveyed 531 senior business executives and HR leaders representing every major industry and region, suggests that most HR functions are still transforming themselves — or thinking of transforming themselves — from administrator to strategist, and many have yet to develop the capacity and capabilities required to tackle their company's current and future strategic challenges.


Excerpt:
Although senior business executives viewed people issues as strategically important, they are not confident that HR is ready for the challenge. In fact, only 25 percent felt that HR "plays a crucial role in strategy formulation and operational success."

Read the study report:
http://www.deloitte.com/dtt/cda/doc/content/us_consulting_alignedatthetopsurvey_v2.pdf

Deloitte: HR That Means Business

This excellent article by Deloitte discusses how the Human Resources function can create value for the organization.
The article identifies what constitutes shareholder value, and goes on to identify 10 specific areas through which HR can help the organization create value. These include merger integrations, new market entry, workforce planing, talent management, global mobility, global workforce security, regulatory compliance, governance, change management & global program management.
The article also provides a simple assessment tool to evaluate if your HR function is leading or lagging in the creation of value.

HR That Means Business: Focusing on Value Creation
http://www.deloitte.com/dtt/cda/doc/content/us_consulting_hc_chro_StrategistSteward_Book2_150806.pdf