I was inspired this week in reading a number of “myth busting” articles. These are where the author takes commonly held beliefs or assumptions and tries to provide an alternative view – perhaps in the process duly “busting” the myth. You all know how those articles work. So over the next 5 days, I thought I’d try and address 5 common myths about HR transformation. Do feel free to add your own myths or bust these in a different way!

Myth #1: HR Transformation is about cost-savings.

A colleague of mine, who has advised on several massive HR Transformations, starts his advice with the phrase “if you think it’s about the money – don’t do it!” Implementing technology platforms, working with consultants to streamline processes and re-engineer organisation structures is an expensive business. The annualised savings may not add up to the promises made in the business case! Double-play the HRT business case with not only an improvement in the cost base (ideally) but also the benefits a leaner, more agile HR process base will have on the company. Finally, by actually delivering on the “strategic business partnering” that is inevitably promised to the retained HR organisation, you will generate engagement and commitment that is of immense value – but how do you measure it?

Tomorrow… Myth #2: The secret to HR transformation is good data…