Open the Future of HR – Take the High-Impact HR Survey Now!

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We are very excited about our High-Impact HR survey, open now through February 24. We use “open” deliberately with this study because in a world being disrupted by digital technology and accelerating change, the future of HR is wide open. Open to:

  • Exceeding expectations of a diverse and demanding workforce
  • Shifting perspectives on work and the workplace
  • Re-inventing approaches to HR operations, service delivery, and collaboration

This openness can sustain the alignment, resilience, and responsiveness we identified as central elements of High-Impact HR in our 2014 report.[1] It can also help HR keep up with, and even leverage, the disruptions that are taking place today for the benefit of businesses and their workers.

Most importantly, however, we believe that openness in HR that connects stakeholders and circulates knowledge can help generate business impact and position HR to lead organizations through a time of digital transformation. This belief is based on evidence from our previous High-Impact studies and our extensive experience working with some of the most successful and innovative organizations around. It is also the driving force behind our call for your participation in the new survey.

The new survey explores five factors and how they might lead to engaging worker experiences, better workforce outcomes, and higher business impact. These factors include:

  • HR strategy and design
  • HR technology
  • Organizational culture
  • HR leadership and capabilities
  • HR structure, governance, and operations

Open to Hearing from the Business

In keeping with our notions of openness, we are inviting non-HR practitioners as well as HR professionals to participate in the survey. This reinforces a broader perspective on the HR function while adding additional validity to the study and its findings. It can also open a gate to collaboration with the rest of the business as HR moves forward on the emerging High-Impact practices we identify in the study.

We will introduce our findings at the Bersin IMPACT conference in May, followed by public webinars this Summer. In addition, we will be developing related research reports, bulletins, case studies, and other tools available to Bersin members for deeper understanding and application of the study’s findings.

So we invite you to participate in our 10-15 minute survey, reflect upon your current practices, and share your knowledge with the field. Join us in opening the future of HR.

Take the survey and receive:

  • An invitation to a webinar and an executive summary introducing our findings
  • An instant snapshot of how others rated their HR functions
  • Copies of our reports, Maturity Matters: Build Business Impact and Design Thinking in HR

Survey details:

  • When: Now through February 24
  • Who: Leaders and managers throughout the business, and everyone in HR
  • Estimated Time: 10 to 15 minutes
  • Responses are private and confidential.

If you know of others interested in participating in our research, particularly your colleagues outside of HR, please share this link with them: http://tinyurl.com/HIHR17Blog

As used in this document, “Deloitte” means Deloitte Consulting LLP, a subsidiary of Deloitte LLP. Please see www.deloitte.com/us/about for a detailed description of our legal structure. Certain services may not be available to attest clients under the rules and regulations of public accounting.

Copyright © 2017 Deloitte Development LLC. All rights reserved.

[1] High-Impact HR: Building Organizational Performance from the Ground Up, Bersin by Deloitte / David Mallon, Karen Shellenback, Josh Bersin, and Brenda Kowske, PhD, 2014.

Jeff Mike

Jeff Mike leads Bersin by Deloitte’s HR Operations and Service Delivery research He integrates rigorous research approaches with his extensive experience leading HR functions to engage diverse practitioners and to generate actionable knowledge Jeff also teaches HR to business people and business to HR people, formally at the graduate and undergraduate levels, and informally in organizations through his boundary spanning, consultative approach to problem solving and capacity building.

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