Understanding and serving the HR Buyer

Posted by Michael Gretczko and Arthur Mazor on May 12, 2016

The message from our HR Provider Day event attendees was unequivocal: They want providers to be real. HR buyers can see through false commitments being made by providers through the sales process. They expect transparency and honesty and tend to know when the wool is being pulled over their eyes.

When we themed our 3rd annual HR Technology and Service Provider Day, “Understanding and serving the HR buyer,” we were hoping to facilitate a robust conversation between HR buyers and providers. Mission accomplished, and clearly.

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How does your organization work?

Share your experiences in the Global Human Capital Trends 2016 pulse survey

Share your experiences in the Global Human Capital Trends 2016 pulse survey

Posted by Ben Dollar on November 4, 2015.

For the past three years, Deloitte has researched and reported on evolving trends in business, HR, and talent. These Global Human Capital Trends Reports have included topics ranging from developing high-performing leaders and employees to fostering employee engagement and retention to the rise of the open talent economy and the forces transforming the role of HR. This year, Deloitte’s fourth annual Global Human Capital Trends pulse survey explores trends in organization design and culture; in learning, leadership, and workforce management; and within the HR function itself. Continue reading “How does your organization work?”

Localizing HR doesn’t mean abandoning global standardization

Global standardization

Posted by Michael Stephan on June 19, 2014

For years we’ve worked with global organizations to help them standardize their HR practices around the world with the aim to lower costs while improving HR’s ability to efficiently serve the business and employees. This work often involves complex and sweeping transformation efforts, significant investments in ERP/SaaS platforms and shared service centers, and other changes in HR’s structure, technology, and processes. Now one of the Global Human Capital Trends 2014 looks at the ways a new model of “high-impact” HR is reshaping the global and local HR function. The idea is to retain globalized practices and infrastructure, but with localized flexibility to address the realities of specific countries or markets. It’s standardization with a twist — and that twist is what enables HR services to be more business-driven and ultimately more effective.

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