People-centric 人力资源管理的转型 unlocks the employee experience
of HR teams believe they deliver an exemplary employee experience.
of HR leaders say we’re in a candidate-driven market.
of executives invest in HR agility but struggle to sustain it.
的组织计划重新设计其人力资源职能，以在2022年产生更大的影响.
许多高管认为，自动化的人力资源流程造成了人力资源和业务之间的脱节.
HR strategy challenges
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Your HR function isn’t directly aligned to your business strategy.
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人们不认为人力资源能为候选人、员工、领导层和董事会带来真正的价值
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Your organisation struggles to improve HR touchpoints and practices.
In the future of work, it’s time for TIM
Over the past few decades, 主要的人力资源模型是围绕人力资源组织的观点和观念设计的, 它的主要目的是解决领导者对业务效率和成本节约的高度关注. Out of this philosophy emerged the trinity of HR business partners, centres of excellence and shared services. But this prevalent three-pillar HR operating model not only failed to achieve the desired cost benefit; it also created a fractured candidate and employee experience.
在今天的工作环境中，为了灵活地适应未来的工作，组织需要将其人力资源转型的重点重新放在互动上——在设计目标运营模型(TOM)之前选择目标互动模型(TIM)方法。. 我们的TIM方法采用了多维的、以人为中心的人力资源转型哲学和方法，赋予人力资源职能比以往任何时候都更大的责任, 将其与高管一起摆在桌面上，以制定组织的人事战略.
Successful HR strategy centres around people, not org charts
人力资源部门是时候通过提供相关的建议和服务来塑造工作的未来，这些建议和服务直接符合并支持组织的业务和人员战略. 正确的人力资源转型推动了组织战略和人员优先级, and it contributes true business value.
美世的人力资源转型方法使用TIM模型来围绕员工体验和业务战略建立未来的组织, leveraging HR into a true people-centred function. TIM places a premium on exceptional personal and digital touchpoints, with employee satisfaction as the key success metric.
By emphasising the employee experience, building on end users’ needs (including the C-suite's), HR’s future-ready design can benefit the entire organisation, introduce a better way of working and boost employee engagement.
Target Interaction Model (exemplary)
Four dimensions of successful 人力资源管理的转型
Shaping HR strategies for the future
人力资源加速器
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HR vision and strategy roadmap
创建一个清晰的未来愿景来描述和执行你的人力资源战略，从而改变你的人力资源内容, 流程, organisation and technology -
HR process (re-)design, automation and radical simplification
通过仔细检查员工的期望和与人力资源部门的互动，以及精简和简化流程，在重要时刻创造卓越的员工体验
HR roles: Trending toward the employee experience
- 人力资源战略顾问向高级管理人员提供有关员工如何支持业务战略的见解.
- Collaboration experts facilitate the flow of information, skills and capabilities between workforce populations, helping 员工 adapt to change.
- Employee experience designers create intuitive touchpoints and user journeys, often for specific personas, such as new hires or business/function groups.
- 卓越中心的专家与最高管理层合作，设计全球人才理念.
- Centre-of-competence experts execute HR 流程, such as talent acquisition or mobility, in alignment with geographies or business lines.
- 人力资源业务合作伙伴在微环境中运作，以支持关键人力资源领导者的人力资源运营需求.
- 人力资源共享服务顾问处理超出数字和自动化能力的特殊情况和特殊请求.
Ready to start your 人力资源管理的转型 journey?
美世’s 人力资源管理的转型 framework
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开始
- Lead with a point of view and hypothesis.
- Agree on a vision of the future state.
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发现
- Provide a basis for 转换 through insights and benchmarks.
- 清晰的ly articulate the change management journey.
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形状
- 创建大胆的解决方案，并为未来状态愿景提供可衡量的结果.
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开车
- Deliver sustainable value
- Bake the 人力资源管理的转型 into the fabric of the organisation.