People Transformation is a growing initiative in an increasing number of businesses around the world to advance the role of HR in the corporation and align the strategic attention and investment in people assets with the significant role and value they represent. With 73% of today’s businesses either having completed or in the midst of a transformation, it is a widely accepted practice to update HR organizations from traditional transaction oriented operations to those providing greater strategic value across the enterprise and at senior levels in the board room.

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The performance of a People Transformation will address many of the issues that HR departments struggle with daily, including:

• Disconnected business and HR drivers
• Lack of encompassing strategic HR plan
• Inefficient organization structure and gaps in expertise
• Inability to adapt to business changes
• Lack of insight to people assets
• Manual and resource intensive processes
• Difficult to efficiently and cost-effectively scale
• No enabling technology platform to properly address all requirements

Performing a People Transformation involves aligning HR people, processes and technology so as to effectively promote HR from a transaction service organization to one efficiently balanced in strategy, expertise and services. This typically involves aligning HR drivers with business drivers, and structuring an organization to properly focus on those three key areas through:

	Shared Service Centers (SSC) Group most representing traditional HR and strong candidates for improvement through process and technology.
	Centers of Excellence (COE) Collective sources of expertise and best practices in the design and operation of HR and business processes around the world.
	HR Business Partners Strategic internal and external resources organized to work with HR and business groups to efficiently design, deploy and manage HR initiatives.

Through the completion of the People Transformation process, organizations will typically experience significant strategic and operational benefits, such as:

• Heightened strategic role of HR at all levels
• HR roadmap organized for rapid and efficient execution across the enterprise
• Technology platform for growth and change
• In-depth people insight with predictive analytics
• Increased productivity and lower TCO
• Distributed workloads across HR, employees and management
• Ability to rapidly change and scale HR contributions as business needs demand
• Measurable results that demonstrate strategic contributions and value